Waterville Valley Select Board Holds Special Meeting on Town Manager Search and Administrative Changes
The Waterville Valley Select Board convened a special meeting to discuss the recruitment process for a new town manager, administrative adjustments including the tax collector position, salary considerations, and upcoming infrastructure challenges. The meeting also addressed a request related to septage disposal at the town’s wastewater facility.
Town Manager Search and Interview Process
The board and search committee reviewed the interview format for town manager candidates, emphasizing a group setting to assess responses under pressure. Key criteria included familiarity with New Hampshire laws, climate, and municipal governance, with a preference for candidates from the state or nearby New England areas. Questions focused on breaking through rehearsed answers to reveal genuine strengths and weaknesses, drawing from past performance appraisals and work experiences. The committee was encouraged to recruit proactively if suitable individuals were identified. (link)
Tax Collector Position and Legal Adjustments
A significant discussion centered on separating the tax collector duties from the town manager role, as voted by the town in 1998. Due to state law requirements and recent changes, interim arrangements were proposed, including appointing the assistant town manager as interim tax collector and the deputy as acting tax collector. Options included holding a special town meeting to amend the position to an appointed role, avoiding an additional audit if done before January 1. This change aims to comply with updated regulations from the Department of Revenue Administration and New Hampshire Municipal Association, potentially limiting the candidate pool if retained with the manager position. The process requires certification, with a three-year timeline for full qualification. (link)
Salary, Benefits, and Relocation Considerations
Financial aspects of the town manager position were highlighted, with the previous salary around $125,000 plus standard town benefits. The board noted the need for competitive compensation to attract experienced candidates, considering relocation costs, housing, and comparisons to similar roles in other New Hampshire towns. Benefits like vacation packages may differ for the chief executive, and the salary structure is under annual review due to labor shortages. Lifestyle factors, such as the appeal of a smaller community, were seen as potential draws beyond monetary incentives. (link)
Major Projects and Infrastructure Needs
The meeting addressed upcoming challenges, including a wastewater treatment facility project potentially costing upwards of $100 million. The board plans to hire a dedicated project manager to handle this, allowing the town manager to focus on operations. Candidates should have experience with large-scale projects, as the role extends beyond this initiative to other long-term town needs. (link)
Septage Disposal Request
The board considered a request from the resort to dispose of approximately 28,000 gallons of septage annually at the town’s facility. Concerns were raised about the facility’s capacity, as septage is 100 to 1,000 times stronger than municipal wastewater and could exacerbate sludge buildup, risking non-compliance with state environmental regulations. Recommendations included denying the request to avoid stressing the aging system, suggesting alternatives like hauling to nearby facilities in Plymouth or Ashland, which would incur costs for trucking and disposal fees. The town has no legal obligation to accept septage from non-residents, and the issue will be revisited at the next regular meeting. (link)
The meeting adjourned with plans for the search committee to reconvene after the application period ends.