Selectmen are in the process of determining how well Town Manager Buzz Stapczynski performed this past year, and whether he deserves a raise.
Stapczynski’s annual raise is tied to his ability to meet four goals, mutually agreed upon by himself and the selectmen. During a regular meeting last Monday, the board discussed only two of Stapczynski’s four goals. For one, they plan to ask him for more information, while for the other they agreed that he achieved the goal. Discussion for the other two goals are expected to be completed in upcoming meetings.
Stapczynski will can receive a combined merit raise and bonus payment of between zero and 4 percent, depending on what percentage of his goals he attained. If he reaches less than 60 percent of his goals, he will not receive a raise. Reaching 60, 75, 85 or 100 percent of his goals earns him more money.
GOAL 1: Save $225,000 in salary and health benefits, worth 50 percent of his potential raise.
WHAT HE SAID: When developing the fiscal year 2013 budget, Stapczynski eliminated two positions from town departments: Water Treatment Plant Chief of Maintenance for $88,043 in savings and a Spring Grove Cemetery Laborer position for $48,295 in savings. With health insurance coverage costs included, the two positions combined for $166,526 in savings.
Additionally, seven town employees opted out of the town’s health insurance coverage, which included six family plans and one individual plan. Those opt-outs saved the town $65,280. Combined with the salary savings, the changes overall saved $231,806.
WHAT THE SELECTMEN THINK: Selectmen are interested in more information. They said they want to know if positions were added elsewhere in the affected departments to carry some or all of the duties that the eliminated positions were responsible for, which would have an impact on how much the town saved.
“The cemetery laborer, that’s the position where we need to hire an outside company to mow the lawn at the cemetery,” said Selectman Dan Kowalski. “Isn’t there a cost we’re incurring with that?”
Regarding the health insurance opt-outs, Selectman Brian Major said the employees who dropped the plan “can still get back in. There’s nothing that we could do that would permanently keep them out.”
Selectman Alex Vispoli also questioned whether the $65,280 saved by those opt-outs are sustainable.
GOAL TWO: Develop a debt analysis tool, worth 20 percent.
WHAT BUZZ SAID: A debt subcommittee was formed over the course of the year. It analyzed various debt service impacts, including current debt, projects that the town has approved and planned projects that the town is considering. Out of that analysis, a debt analysis tool was created, and debt information was published on the town website at andoverma.gov/finance/debt/.
WHAT THE SELECTMEN THINK: The Selectmen, as individuals, agreed that Stapczynski fulfilled the goal.
“I feel comfortable in saying that Buzz completely nailed or delivered on that issue,” said Major.
“We’ve got the analysis tool. It’s there,” said Vispoli. “It’s there. It does everything we need it to.”
GOAL THREE: Implement the four action plans created out of the previous year’s goals, worth 5 percent for each, 20 percent total.
The plans included a Department of Public Works work order system, outsourcing the town’s payroll operations, develop printing and imaging “as a service” by integrating them and transfer all school custodians to the Plant and Facilities department.
Over the span of three pages, Stapczynski provided evidence he believes shows he developed and executed all four plans.
This goal has not yet been discussed by the board.
GOAL FOUR: Develop the coming year’s budget without using the town’s accounts for Free Cash and the Stabilization Fund, worth 10 percent.
In his summary, Stapczynski said the budget was developed without using either money source. This goal has also not yet been discussed by the board.
■ ■ ■
For feedback or questions on this story, please email firstname.lastname@example.org.