HomeMy WebLinkAbout1955-12-PAC-rpt.pdf DEC 2 8 k:bS
TOWN OF LEXINGTON
To Board of Selectmen
From Personnel Advisory Committee
Subject Wage, Salary and Practice Study and Recommendations
On September 12, 1955 this committee was assigned the task
of studying certain rates of Pay in our Libraries , Public Works
Department, Police Department, Fire Department and Welfare Depart-
ment. You also asked that we check in particular on vacation plans
in other town libraries . Last year this committee made a similar
study with regard. to clerical and related positions in all town
departments (except schools and library ) as well as a general policy
and practice survey, The combined results of these two studies
provide an adequate ba. is far the establishment of a Wage and
Salary Plan for the town which we will recommend
I Wage and Salary Structure (attachment A )
The proposed structure is an extension of that proposed a
year ago by this committee for clerical and related positions with
an upward adjustment of 5 4 $ made for two reasons
1. Facts revealed by our survey made this year
2 The level of the structure proposed last year
was for a group of town employees working a
35 hour week
Our surveys have shown that most towns work all employees
at least 37 hours per week and a standard 40 hour week (except
for Fire and Police) was recommended by several members of Personnel
Boards contacted in towns which have enjoyed established Wagt. and
Salary Plans for several years The variation in hours worked in
Lexington was considered at length by this committee and represented
a problem with relation to the establishment of an equitable and
simple plan for our town We are recommending that the weekly
work schedules of all deoartments be increased to a minimum of
37h 'hours and preferably 4o hours simultaneously with the installa-
tion of the plan we will propose. Administration of the plan
would he as described on Page 1 of our report dated January 24 1955.
Minor S Qervisorx - Basis of slotting
Attachment A ( 1 ) describes a simple and proven plan for
payment to men classified at Minor Supervisory Levels Use of
this clan avoids the necessity for the evaluation of each such
individual job and provides for adequate wage differentials
1111 There is aooroxima.tely a 10% rate differential between each of
our proposed grades
The Lexington jobs slotted in this Wage and Salary Structure
(see summary by Grade attached ) have been so slotted primarily
on the basis of the results of the surveys available In other
words the grades have been determined by a consideration of the
actual rates and established maximums paid in Lexington in
1
comparison to the average of the maximum ra ea paid in surrounding
comparable towns. This is r t a "scientific` point and factor
method of evaluation and it 4epends to a great extent on the
propriety of the rates paid in the other towns, It is, however,
a practical approach in our situation,
II Lbraxrw (attachment B )
At our meeting with the trustees, copies of an excellent
salary survey made by the library association in July 1955 were
made available This was analyzed by our ccmrmittcee and verified
in our survey
With regard to vacations, note that of the eleven ( 11 ) towns
from whom we secured information
four ({c) have the same plan as Lexington
four (4) allot,. 3 wks after 1 year of service
and the other three ( 3 ) allow less
III Public Works (attachment C )
It is our conclusion. on the basis of our survey and with
consideration to other information received that the rates of pay
in this department (excluoive of clerical) have been given more
favorable treatment in recent years ( particularly laborers ) than the
rates in other departments
The titles listed are thee developed in conference with
Mr Burns and several do not arrear in the town records at the
Present time. Brief desorinticns of each have been established
An effcrt was made to meet with Mr Gayer but he was not available
at the time,
IV police Department (attachment D)
This is a clean-cut situation with a c`tear indication for
the need of rate increases Survey informa ion on the Inspector
classification is sketchy but it is suggested that our present '6 wk
added to pay for the basic classification is adequate
•'e rechecked on Clothing Allowances and although we find that
Natick reported 00/man/yr last year they report 25/man/yr,
this year with a planned increase to 50 However, we still seem to
be generally in line on the question of annual replacement allowance
but would again recommend consideration of our recommendation made
in our report of December 15, 1954 regarding the purchase of initial
uniforms
With regard to the request of our School Traffic Policewomen
in which they state that other towns are now paying 400 to 4120
per month for this duty, it is interesting to note that the town
which reported the highest rate ( ,;112 mo ) is Winchester where
men are actually employed on the duty With consideration to all
rates reported, it is recommended that the Lexington rate should be
increased to 495 mo provided other town employees receive increases
This would be a single rated job (no rate range) and not evaluated
into our standard wage structure because of the ,.art= time nature
of the job,
2
V Fire Department *ttachment E
Here, as in the Police Department, the situation is very
clear \s in the survey made by the Fare Commissioners, there
is definite need for increases, Although our survey shows that
our Deputy Chief receives at present more than the average of the
maximums , note that, only four (4) towns employ Deputy Chiefs They
pay their Deputy Chiefs from ,1600 to 1200 less than their Chiefs„
Our proposed grades for these two positions is with due regard for
the organieation of our department
An adjustment of hours in the work=week to 56 hours would seem
to be in order at some future time despite the fact that additional
men would , probably be required
VI Welfare Department (attachment F)
The survey attached is one completed by Nr Collins, Welfare
Agent , which we have every reason to believe gives us a good picture,
The evaluation of the classification of Welfare Agent has
been a difficult consideration, but because of the Civil Service
nature of the entire department, we are recommending grade 9 despite
the fact that this places the classification in the same grade as
our Librarian, Mr Collins recently received a letter from the
State Department of Civil Service which authorized the placing of
the Lexington. position in the grade for the next higher population
group, which carries a maximum rate of 5400, Note that this is
the rate already used by Winchester and Woburn,
VII Janitors (attachment 0)
Although a report from each town surveyed would be expected
for this classification, it was found in a number of towns that
men in other classifications actually perform janfitorial work on
a part-time basis As in our General Recommendations , it is felt
that overtime payment at time and one half rates should be paid to
our janitors for work performed in excess of 1k0 hours per week
= 3 =
GENERAL RECOMMENDATIONS
Y
1, Increases in pay up to a maximum of 5%, but not to exceed for
any individual the maximum rate in the proposed wage and salary structure,
should be budgeted for 1956
A It may be desirable to make an exception to
the above in the case of those clerical
employees listed in our report of January 24,
1955 (Apeendlx B) where length of service
and relative pay indicate that larger increases
are in order
2. If it is agreed that #1 is a proper step, the Personnel
Advisory Committee should be asked at once to determine as soon as
possible the proper grade of all full-time jobs in the towrr which
have not yet been evaluated A list (with four (4•) carbon copies )
should be provided showing names, date of hire, present classification
and present rate. It should be possible for us to accomplish this
within three weeks after receiving the list without making further
surveys with other towns since we already have complete classification
information available from several towns which have well established
plans
3 An article should be place In the warrant for the annual
town meeting calling for adoption of the Wage and Salary Plano
4, Hours in the work week should be adjusted as recommended in
I on page to
5. Payment for overtime worked beyond 40 hours in a work week
should be made to all except exempt Administrative, Professional
and Executive ( supervisory ) employees.
60 Consideration should be given to establishment of the present
Personnel Advisory Committee as a Personnel Board in accordance with
the terms of certain legislation. This is recommended with the
assumption that our Wage and Salary Plan will be adopted. If this is
done, it will be important that controls be established and that work
of classifying and evaluating be on a continuing basis. Possibly the
selectmen would find it helpful (as in many other towns) to have all
changes in classification or rate of pay clear through such a board
for approval.
We will be glad to meet with you for elaboration and discussion.
Benjamin Day
Robert Fawcett
Lewis Hoyt
Richard Whipple
Bryant Emerson, Chairman
"TOWN OF LEXINGTON
Summa> _of __0lassifica4;1®ns by Oradea
Minimum Ma•ae Rrnura
Grad 1 ,li1 OO hr $40 00 wk VO80 yr 4"20 hr $48 00 wk 42496 yr
Junior Clerk (Town Offices)
Junior Aunt (Library )
Clerical Asst" (Library)
Grade 2 $1 10 liar 444 00 v'k $2288 yr $1 32 Ur 4;52 80 wtr c2 41 yr
General Clerk (Town Office )
Switchboard Op - Clerk (ftmn 0t i'tcen))
Junior Clerk (WilTare )
Grads 3 ,.:a 21 hen ri4.8 .40 wk $2516 y p ;1 45 hi 458 00 • Jr J01; vw
Secretary Clerk (Toon Offices )
Water C2er?
Accounting Clerk m
Bookkeeper Clark m
Steno = Clerk m m
Oen,/ Account ng Clerk (Tcccra Off ices s
Senior Acs'" (Libra/ 7)
£enthr G1 r°k (Welfare )
Janitor (Mon Rall , Lib14"ar.c'i, ntc )
Grads 4 $1 33 he $53 20 r k $27t30 t ;pl 60 ha' 464 00 wk $3328 yr
iabn ,or (Public Worim)
Water t7utsr Roads/ (Public Works)
Grads 5 SP 4* h $58 40 wk, 006 yr fl 75 he Y'7O 00 wk '136:1:0 yr,
f!rrfl to Dept Head !,aav()
Reference Librarian
Circulation Librarian
Children-age o,
Branch
CataJ.eg:as° (Library)
Social Worker ( Welfare )
)
Skilled Lahore ( Public Works )
Tree Cl 1mbsr 00 m
Painter ra o
Grade 6 $1 61 he $64 40 wk 43)48 yr Nib 93 tax '07 20 wk $4014 yr
SFecutive Sa retr ry and Ant (Sc1artrritn l
asst Librarian
Patrolmen 0,oli.ce )
Private (Fire)
Water Serriue Ilan (Public Works )
1
Summary of Classifications by Grades
Toontinuea )
Minimum Maximum
Grade 7 $1.77 hr0 $70 80 wk. 44 681 yr $2 12 hr. $84 80 wk $4409 yr
Office Manager (Public Works )
fv'y Equipment Operator (Public Works)
Mechanic (Public Works)
Sergeant (Police )
Lieutenant (Five )
Grade 8 $1 95 hr 478 00 wk. $4056 yr, $2,34 hr 03, 6o wk $4867 yr„
Lieutenant (Police )
Captain (Fire )
Grade 9 $2.15 Faro $86 00 wk $4472 yr. 42.58 hr. g01, 20 wk $5366 yr.
Librarian
Welfare Agent
Deputy Ohief ( Fire )
( rade 10 $2. 36 hr $99.40 wk. $49O8 yr $2.83 ear. $1511 0 xko 45886 yr,
Ohieff ( Pollee)
Chief (Vire)
Personnel Advisory Committee
December 1955