Page 43 - Middleborough 2024 Town Report

H U M A N
RESOURCES
THE YEAR IN REVIEW
We have incorporated personnel initiatives such as
training and labor relations, but most importantly
support and collaborate with the leadership and staf
of each Department.
Our job responsibilities typically include coaching
department leadership about HR issues such as
strategic planning, developing supportive HR and
organizational strategies, analyzing talent
requirements, recruiting and onboarding,
addressing employee relations issues and being a
direct point of contact for all employees. We utilize
our HR capabilities to support the Town’s
organizational and operational goals. We also
address functions such as employee safety, workplace
injuries, leaves of absences, accommodations and
employee benefits administration.
The Human Resources Department is committed to
promoting a healthy and positive work environment.
We facilitate employee growth, accountability, and
empowerment throughout our organization by
valuing integrity, eficiency, innovation, fairness, and
character in all of our relationships and interactions.
The Town of Middleborough retained the Edward J.
Collins, Jr. Center for Public Management under a
grant provided by the Commonwealth of
Massachusetts Community Compact Program to
conduct a Classification and Compensation study on
69 positions as well as updated policies. Human
Resources managed the study from beginning to end.
The most vital component of the study was ensuring
position descriptions were accurate. Employees
completed position description questionnaires,
interviews were conducted with employees to review
questionnaires and add any additional information or
provide clarity. Ater relevant information was
gathered; completed questionnaires, employee
interviews, drat position descriptions were
submitted to the Town for review and comments by
supervisors. The Collins Center received our feedback
and finalized the position descriptions. Ater the
positions were finalized, a point factor rating method
was used to objectively evaluate the classification of
positions and to create a fair and equitable
classification structure. A labor market salary survey
was conducted to determine the ranges within which
other area municipalities compensate the positions
studied. The Collins Center was able to collect data
from 14 municipalities to ensure the data was a true
depiction of the area’s labor market and evaluated
both the average and median pay to obtain accurate
information. The final study was complete in August
2024 with Human Resources gaining insights to
facilitate future internal compensation comparisons.
The Human Resources Department ensures equitable
and competitive classification and compensation,
aligning with the market standards and internal
equity to attract high-caliber talent, while
maintaining fiscal responsibility.
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