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Hubbardston search committee recommends $130,000–$150,000 range for town administrator posting
Summary
The Town of Hubbardston search committee voted April 1 to recommend that the select board set a $130,000–$150,000 salary range for the advertised town administrator position, approved the job posting and scheduled outreach and interview steps; the select board will set the final pay and post the vacancy publicly.
The Town of Hubbardston search committee voted April 1 to recommend that the select board set a $130,000 to $150,000 salary range for the town administrator posting and approved the job packet and public-posting plan.
The recommendation follows committee discussion about regional comparables, limited local benefits and the town’s budget constraints. A committee member said the range would attract candidates with municipal and union experience the town needs, and argued that underpaying would lead to turnover and higher long-term costs. “You pay too low, you’re going to get what you pay for,” the committee member said. Another participant warned that personnel-related litigation could be costly, saying it could “cost the town a minimum of $500,000.”
Committee members reviewed a packet that includes a community profile, a job description, links to the town’s master plan and recent budget documents, and a draft posting that will be posted on the town website, shared to town social media and listed through the Massachusetts Municipal Association (MMA) with a link back to Hubbardston’s site. The committee asked staff to verify specific FY26 numbers used in the packet (stabilization, capital stabilization, community preservation fund and free cash) before the posting goes live.
Members compared Hubbardston’s pay to neighboring towns and observed that towns with similar populations can vary widely in compensation depending on tax base and services. The committee discussed the town’s lack of post-employment retirement benefits for this role and weighed whether a higher starting range would attract more experienced candidates; one member suggested a low-end target near $130,000 to avoid hiring a less experienced candidate who may be unable to meet complex municipal needs.
The committee also discussed logistics for the recruitment process: compiling a standard set of interview questions (each member will contribute questions to a consolidated list), holding a public listening session an hour before the scheduled meeting, using a standard application and background-release form, and limiting credit checks to top candidates. Committee members agreed the select board will set the official salary and finalize the posting; the transcript records the committee vote in favor of the recommendation but does not record individual roll-call vote details.
Next steps: staff will verify the financial figures requested by the committee, the select board will decide the final salary range at its upcoming meeting, and the posting will be uploaded to the town website and MMA once the select board and staff sign off.
