Some are beginning to show an interest in this subject, but more should be concerned at its impact.
First, the study is not market based. If it was, it would show that Exeter is very competitive when it comes to the same or similar positions in surrounding communities. How many Town of Exeter employees have left to take up the same position in another town in the Seacoast or other nearby community? None. So, why is the Town Manager raising the ranges on salaries of non-union employees?
While it would be enlightening to know the 2014 impact of potential raises, if any, resulting from the new pay plan, there is not enough data available to the public to do so. The Town Manager stated there was money in the 2014 budget to cover these raises, but it seems there is enough slack in his budget to cover a number of "extras." Again it should be noted that the 2009 pay plan, through COLA adjustments, was doing a good job of staying current, so why the need for a new pay plan?
It should also be noted that none of the Selectmen read the full pay plan report because none had a copy. So, they were asked to approve something, in a very short time frame, for which they had no knowledge. Does this remind you of anything? (We'll just have to pass it to see what's in it."
Finally, there seems to be a blurring of the line between "Director" and "Manager." When one looks at the various groupings one sees the two sharing the same group. Clearly they are not on the same level of responsibility. Is the former being used to elevate one's stature?
This is an ill conceived plan and needs to be rescinded and its deficiencies corrected. Better yet, the 2009 plan should be reinstated.
Publius, you really need to reconsider the idea that government could ever be market-based. There are no freely fluctuating prices. Costs can continually go up by mulcting the taxpayer. There is no competition either: a market-based solution allows for competition in all the currently government-mandated and -controlled goods: roads, mail, justice, police, fire, sewer, etc. Government is nothing but bureaucracy, and bureaucracy can never be productive. (If it were, it wouldn't need to tax against the will of the large majority of the town's residents.)
ReplyDeleteTowns usually compare their salaries to surrounding town salaries to keep current and attract new employees. At least that is what I have heard but I won't swear by hearsay. If this method is used, it seems to me that township salaries could get uncontrollable, with each town hiking their employee pay scale to keep up with neighboring towns. What an escalating, vicious cycle that could be if it isn't already the process used by town managers! Higher salaries and, as a consequence, higher costs to townspeople could be a self-fulfilling result of such a process.
ReplyDeleteIt is clear that the Town Manager's goal in undertaking this study (which he never told the Board he was doing) and in developing this pay plan, was to reward certain employees at the expense of other employees. It is clearly stated in the study that Exeter employees are well compensated compared to comparable towns.
ReplyDeleteFor Chartrand to say that the Board of Selectmen incuded the extra costs in the 2014 budget is a bold-faced LIE. Neither the Budget Committee nor the Selectmen nor the voters at the Deliberative Session were told about extra money being included in the salary lines for a pay plan that was not yet reviewed, let alone approved by the Board. Just one more example of Chartrand lying to cover for the Town Manager.