Town of Brewster, Massachusetts

Human Resources

Section II - General Government: 1521 Human Resources

Mission Statement

The Human Resources Department is responsible for recruitment, personnel policies, classification and compensation plans, staff training and development programs, and compliance with federal and state employment laws at the Town of Brewster.

Accomplishments for FY2022

  • FY22 was the first year with having a true HR Department. The department is now staffed with a full time HR Director and a part-time HR Generalist.
  • The Town saw several retirements of department heads, staff members, and members of the Police Department and we have successfully filled those vacancies. To date, we have hired fourteen new employees, including Police and Fire.
  • Held several well received Trainings. Excel level 1 & 2 training was held for administrative staff through Cape Cod Community College. There was a professional development training for department heads with the Adam Sutton Group. In December an OSHA 10 training was held for staff, including DPW, Water, Golf and Natural Resources. We are currently working on a scheduling an OSHA 40 hour HAZWOPER (Hazard Waste Operations) training for the DPW and other staff.
  • In working closely the Town's consultant, Human Resources Services Inc., we completed a comprehensive compensation and classification study for all groups with the exception of Police and Fire. The findings and recommendations from the study have been and will continue to be implemented. This study also included an update of all job descriptions.

Goals & Initiatives for FY2023

  • Complete a first draft of an Employee Handbook, incorporating and updating personnel policies. In conjunction with an Employee Handbook we would also like to work on developing some standardized training for new hires that cover some of the basic administrative departmental tasks, such as how to order supplies, process payroll, processing accounts payable and receivable.
  • Work on refining and updating HR procedures, such as new employee on-boarding process, workers compensation reporting and tracking, and Family Medical Leave.
  • Work on developing contacts and relationships with schools and colleges in the area and alumni associations to aid in recruitment of positions. Attend job fairs where and when appropriate.
  • Continue with staff training and development including, but not limited to diversity, equity and inclusion training for all staff, OSHA, and additional software training, such as Microsoft Teams.
  • We would like to develop an employee recognition program. A program where employees would be recognized for "going above and beyond", but also one that would recognize milestones in years of service.

Budget Highlights

  • The budget represents an $13,114 (8.58%) increase over the FY22 budget.
  • There is a $3,000 decrease from FY22 in the Training and Education line item - the Town has been able to take advantage of no cost training provided through our insurance carrier Massachusetts Interlocal Insurance Association (MIIA) as well as low to no cost OSHA training through Barnstable County.
  • There is a $1,250 decrease from the FY22 budget for supplies.
  • A $2,000 increase is provided in the Employment Advertisement line item. In the current employment environment, it is getting increasingly difficult to find high quality candidates, especially in certain specialized municipal areas, and the cost of employment advertising has increased.
  • The increase in personnel services is due to contractual obligations and the implementation of the Compensation and Class study.