Page 44 - BOXFORD

The Personnel Board (the "Board") remains committed to ensuring accountability of town
employees and their supervisor(s) to provide timely and constructive job performance
feedback while also developing meaningful annual performance objectives is essential for
personnel development. The Board remains pleased with town employee's receptiveness and
responsiveness to the annual review and evaluation process.
The Board's ‘‘open door’’ policy continues to provide town employees the opportunity to
discuss matters impacting their performance, compensation and/ or ability to perform their
duties and responsibilities for the town of Boxford. It also provides a mechanism for town
employees to submit, present and and/ or formulate changes in existing policies and
procedures.
FY2015 highlights included:
Approved change to Ms. Inman's job classification from Administrative Assistant to the Town
Administrator to Assistant Town Administrator coupled with an increase in current salary
effective FY 2016. The Board also proposed a $2,000/ year tuition reimbursement stipend
effective in FY 2016.
Met with various town employees to provide feedback on the annual review/ objective
process developed, adopted and implemented by the town several years ago. Summary
discussion/ takeaway points:
Process and forms are too "corporate" for a small town such as Boxford.
Employees lack adequate/ appropriate training on preparing/ developing such reviews.
Employees do not have an on- site personnel department to provide support.
Too many objectives (5) currently required every year.

Reviewed results of a SurveyMonkey sent to town employees and town board members
regarding the annual performance review process. The survey provided positive feedback
and areas of development including, but not limited to, the following:
Fewer more meaningful objectives.
Need to be more "in tune" with town employees' day- to- day responsibilities (i.e. for better
informed reviews).
Implementation of a mid- year review.
Refresher training for both employee and evaluator.

Based on feedback the Board refined the broad- based evaluation objectives re- emphasizing
the value of self- evaluations prepared by employees and clearly defining certain
characteristics such as leadership and strong communicator.
Proposed modification to the town's existing sick leave policy to "include the ability of a
town employee to use up to five (5) sick leave days towards parental leave."
The Board anticipates a detailed review of the town's call firefighter's compensation during
early 2016.
Respectfully submitted,
Personnel Board:
Timothy Feeney (Chair)
Stephanie Moody

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