Town Manager Buzz Stapczynski has received mostly high marks for his performance this year from the Board of Selectmen.

The board released their performance evaluation of the town manager for fiscal year 2009 on Monday, Dec. 21. The only category in which selectmen say Stapczynski needs improvement is his collective bargaining with town unions.

For the rest of the evaluation's categories — from his budgeting, management and communication skills to planning and vision — the board rated him as "meets expectations."

Stapczynski's collective bargaining skills also earned the lowest rating on his performance evaluation last year.

"He has made improvements. I think there's a reflection of that, especially in the last round (of negotiations) in the area of health insurance costs," said Alex Vispoli, chairman of the selectmen.

"We use this (evaluation) to provide (the town manager) direction for the current year, things we'd like him to do more of, things we'd like him to do less," Vispoli said.

Stapczynski was given a copy of his review for the first time in a public meeting on Monday night and did not offer any comment, saying he said he'd look it over and get back to the board.

Selectmen evaluate the town manager individually, assigning numeric scores in multiple categories. The board meets, averages the five member's numeric ratings and writes a narrative together for the final review, which is released to Stapczynski and the public.

Although the town manager's annual review is not tied to a salary increase, Vispoli said the board will meet to discuss Stapczynski's compensation for fiscal year 2010 in a closed-door executive session in January.

Once the board comes to an agreement, any changes in Stapczynski's compensation will be announced in a public meeting this winter, Vispoli said.

In December 2008, selectmen increased Stapczynski's annual base salary to $131,497. He received a 2 percent raise for fiscal year 2008 and a 1.95 percent raise for fiscal year 2009. Prior to that, Stapczynski's last raise was in January 2007.

"We haven't discussed his salary. What's on the table now with him, is the reappointment process," Vispoli said this week.

Stapczynski, 61, has been Andover's town manager since 1990. His current contract expires June 4, 2010, and selectmen are required to let Stapczynski know if he's reappointed by March 4.

At a public meeting Nov. 2, Stapczynski told selectmen he'd like to stay another five years in Andover.

Selectmen are collecting feedback from residents this winter and plan to make a decision whether to keep or release Stapczynski by Feb. 4. A feedback session for public comments on the town manager's reappointment will be held at the Jan. 4 selectmen's meeting.

Next month, Stapczynski will present selectmen with his vision and plan for the next five years, as well as highlights and achievements of his last five years.

Andover's town charter dictates town managers serve in five-year terms. If reappointed, Stapczynski would serve his fifth term in Andover, the longest tenure of any Andover manager.

Selectmen's evaluation of Town Manager Buzz Stapczynski for fiscal year 2009

(Rating key: 1 is unsatisfactory progress, 2 is needs improvement, 3 is meets expectations and 4 is exceeds expectations)

Planning, vision and leadership: 3.2

Administrative/managerial skills: 3.6

Recruitment, selection and supervision of staff: 3.4

Budget preparation and administration: 3.2

Negotiations/collective bargaining: 2.6

Board/legislative relations: 3.6

Projects direct administrative responsibility: 3.1

Projects involving town boards or subcommittees: 3.3

Three things the selectmen would like the town manager to do more often:

Continue standing up for effective and responsible budgeting

Develop (with selectmen) a negotiation strategy prior to beginning union contract negotiations

Begin combining the information technology operations across the town and schools; likewise for financial operations

Three things selectmen would like to see the town manager do less often:

Invite the rehashing of activities already decided by selectmen (such as pay-as-you-throw trash policy)

Stop being soft in the negotiation of the teacher's contracts — the town manager is an equal negotiating partner in the process [as the schools]

Stop being reluctant to address the status quo with long-term employees — i.e. taking take-home cars away form department heads