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Town staff outlines five HR/payroll staffing and outsourcing options; board moves to executive session
Summary
Town staff presented five options to address payroll and HR workload — hiring a full-time staffer, short-term temp agency placements, a higher-cost immediate candidate, hiring an HR consultant, or outsourcing payroll to a firm — then the board voted to go into executive session to discuss related legal points.
Town staff summarized five options to address understaffing in payroll and human-resources functions and the board voted to move into executive session to discuss legal issues and personnel implications.
Staff presented the options: (1) hire a full-time HR/payroll person to absorb additional work and support payroll and HR; (2) use a temp agency for a six-week interim while recruiting; (3) engage a different temp agency with experienced staff available immediately (at higher cost); (4) hire an HR consultant who could also cover payroll functions (higher cost); and (5) contract with an external payroll company (for example ADP), which would require migrating to the vendor’s software and would take approximately three to four months to implement.
The staff presenter said outsourcing to a payroll company would require a three- to four-month transition: "Option 5 is if we hire a payroll company like ADP... that's going to take at least 3 to 4 months. So I do not have the time to outsource KQL." They also noted related legal points that are better discussed in executive session.
A board member asked whether the matter should move into executive session because personnel or discipline issues might arise during discussion. The board then took a motion to move into executive session; the transcript records a motion and a second and at least one expressed opposition but does not include a formal roll-call tally in the workshop record.
No personnel decisions were announced in open session. The board directed staff to present more detailed cost and timing estimates for the HR/payroll options and to return with any legal guidance needed following the executive-session discussion.
