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Select Board reviews compensation plan: 4% COLA plus up to 2% merit considered
Summary
Town Administrator Becky Taylor‑Chase presented a compensation approach with a base 4% COLA and up to a 2% performance increase (maximum 6%), plus position‑specific adjustments informed by an MMA salary survey; the board discussed staffing hour changes and oversight of seasonal overtime.
At the March 10 meeting the Town Administrator, Becky Taylor‑Chase, reviewed the Select Board's approach to salary budgeting for FY26: a base cost‑of‑living adjustment (COLA) of 4% with the potential for an additional 2% performance‑based increase, for a maximum possible adjustment of 6% per position. A recent salary review using the Maine Municipal Association (MMA) survey informed adjustments for positions including the Town Administrator and Road Commissioner to promote pay equity.
Taylor‑Chase outlined specific staffing changes proposed in the draft budget: increasing the CEO (code enforcement officer) position from 36 to 40 hours per week, adding a part‑time clerk position, providing overtime for the Deputy Clerk during elections and Town Meeting, and stipends for Planning Board alternates. She noted the town is required to pay ballot clerks (past practice saw many waive pay) and that IT, FICA and Medicare lines have been adjusted according to pay changes. Jenna Shue and Budget Committee members asked about fairness and rotation for overtime opportunities; Road Commissioner Matt Nielsen explained snow‑event overtime rotates among crew members, and the board agreed to monitor seasonal overtime and evaluate compensation solutions over the coming year.
The Select Board and budget committee framed these changes as part of an effort to maintain competitive, equitable pay and to address staffing needs revealed by full crews and real job demands. No final vote on the compensation package was taken on March 10; budget review will continue prior to warrant finalization.
