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Nottingham town administrator to resign; board authorizes external recruitment
Summary
Town Administrator Ellen announced she will not renew her contract and will resign effective April 17; the board authorized contracting with a recruiting firm to post and begin hiring and directed review of the job description and background-check approach.
The Nottingham town administrator announced Feb. 2 she will not renew her employment contract and plans to resign effective April 17, prompting the select board to authorize outside recruitment and begin steps to fill the post.
Ellen, the town administrator, told the board she had decided "not to renew my employment contract and will resign as a town administrator effective April 17 or earlier if a suitable replacement is identified and able to transition into this position." She said she would support a smooth transition and urged the board to review the job description and advertising plan.
Why it matters: The town administrator oversees day-to-day operations across departments, and the board flagged timing concerns during budget season. Ellen told the board the recent revaluation cost $96,181, a sum that has affected operating totals and may require adjustments in forthcoming budget documents.
Board discussion focused on how to recruit and screen candidates. Staff reviewed past use of municipal hiring firms and their services, including an example total that included a recruiting fee of roughly $3,000 and an additional $1,500 for an extensive background check on finalists. Directors discussed whether the full-depth background package is necessary for every candidate and noted the board still conducts criminal-background checks through state police for finalists.
The board then moved and approved a motion to enter into an agreement with an external recruiter to post the position and begin the hiring process, and authorized a named board member to sign the contract on behalf of the board. The motion included authorization to draft a contract and proceed quickly so an interim placement could be avoided if a candidate is found promptly.
Next steps: The board asked staff to circulate a revised job description and requested that recruitment documents and the proposed contract be routed through legal counsel before final signature. The administrator said she will remain in place to assist during the transition period.
