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Contract #: 1267 - From: 12-11-2019 To: 06-30-2019 - Human Resources Services, Inc. - Administration
TOWN OF NORTH ANDOVER )2me: STANDARD SHORT FORM CONTRACT DOCUMENT CONTRACT NO: � „Contractor Legal Na C Town Department Name: Human Resources Services, Inc. Town Manager's Office Contractor Address: Mailing Address: 9 Bartlet Street 120 Main Street Andover,MA 01810 North Andover,MA 01845 Contractor Vendor ID: 22871 Contract Details: Description of Scope(Attach support documentation) Human Resources Services,Inc will be conducting a Classification and Compensation study for the AFSCME DPW employee population. See attached proposal. Begin Date: December 11,2019 End Date: Estimated June 30,2019 Rate: $12,500 Not to Exceed Amount: $12,500 Contract Signatures Finance Director Contractor Department Head Lyne Savage Aleksandra Stapczynski Denise Y.Casey Approved as to the availability of AGREES TO PROVIDE THE ATTACH ALL REQUIRED appropriations GOODS OR SERVICES AS DOCUMENTS INDICATED ACCORDANCE WITH THESE CONTRACT DOCUMENTS AS DEFINED IN THE NORTH ANDOVER In the amount of STANDARD CONTRACT GENERAL CONDITIONS XM SignailIre Signature Si rnatur Date: Title: Title: President,HRS,Inc. Deputy ow Ma , 1 Date: / IC1 Date: Town Manager: Town Counsel Approved as to Form: Date: Date: i TOWN OF NORTH ANDOVER STANDARD CONTRACT GENERAL CONDITIONS' Article 1. Definition of Terms: The following terms in these Contract Documents shall be construed as follows: 2."Town"shall mean the Town of North Andover,Massachusetts 3. "Contract,Agreement,and Contract Documents"shall include the Town's Standard Contract General Conditions,the Invitation for Bids,Requests for Proposals or other solicitations,the contractors response including Contract Certifications and Applications excluding any language stricken by the Town as unacceptable and including any negotiated statements of work contemplated by the solicitation,Technical Proposals,Contractor's Price Proposals,Performance Bonds,which documents are incorporated herein by reference. Any conflict between the Town's standard contract general conditions and the Contractor's bid proposal or any other submission will be resolved in favor of the Town's standard contract general conditions which shall preempt all other submittals. 4."Contractor"shall mean the individual,partnership,corporation or other entity to which this Contract is awarded. Article 11.Performance: The Contractor shall provide the services to undertake and perform all appropriate tasks described in the Contract Documents. The Contractor shall upon written request remove from Town premises or work sites and replace all individuals in the Contractor's employ whom the Town determines to be disorderly, careless or incompetent or to be employed in violation of the terms of this Contract. Performance under this contract shall include services rendered,obligations due,costs incurred good and deliverable proved and accepted by the Town. The Town shall have a reasonable opportunity to inspect all goods and delivers,services performed by and work product of the Contractor and accept or reject such goods,deliverable,services or work product. Article III. Time of Performance: The Contractor shall commence work immediately upon execution of this Agreement. If the Contractor fails to work at a reasonable speed or stops work altogether without due cause,as determined by the Town,the Town may give notice in writing to proceed with the work or to carry on more speedily. Three days after presentation of the notice if the work is not proceeding to the satisfaction of the Town, the Contractor shall be considered in default in the performance of the Contract. This Agreement may be extended or renewed upon agreement of the parties and only upon execution of written agreement. Article IV. Revisions in the Work to be Performed: If the Town requires revisions or other changes to be made in the scope or character of the work to be performed,the Town will promptly notify Contractor.For any changes to the scope of work,the Contractor shall notify the Town of associated costs in writing. The Contractor shall make the necessary changes only upon receipt of a written acceptance of the costs and a written request from Town. The Contractor shall not be compensated for any services involved in preparing changes that are required for additional work that should have been anticipated by Contractor in preparation of the bid documents as reasonable determined by the Town. Article V. Payment for Services: The Town shall make payment to the Contractor as on the schedule and based on the milestones and deliverables set forth in the Contract Documents or on a periodic basis. Article VI. Ownership and Confidentiality of Material,Work Products: All information,data,reports, studies,designs,drawings,specifications,materials,computer programs,documents,models,inventions,equipment, and any other documentation,product of tangible materials to the extent authored or prepared pursuant to this Contract(collectively,the"Materials"),shall be the property of the Town. All Contractor proprietary rights shall be detailed in the Contract Documents. At the completion or termination of this Contract copies of all original Materials shall be promptly turned over to the Town. Once the Town has paid for a particular Material,ownership vests in Town and the Contractor must provide such Materials to To within ten(10)business days of the Town's request for the same without cost to the Town. The Town may use the Materials with respect to construction, maintenance,repair,alteration,expansion,modification and reconstruction of the Project at any time and from time to time. The Town may use the Materials produced,generated or compiled by the Contractor for another project, provided the Contractor shall not be responsible for changes made to the drawings,plans,or specifications without the Contractor's authorization,nor for the Town's use of the drawings,plans or specifications on another project. The Town agrees,to the extent permitted by law,to hold the Contractor harmless from any claims,losses arising out of any use or changes to the Materials by the Town or its representatives during any other construction not a part of this contract. The Contractor shall not use such materials for any purposes other than the purpose of this Contract I These Standard Contract General Conditions apply to contracts procured pursuant to M.G.L.c.30B or for exempt good and services. without prior written consent of the Town. Article VII. Release of Town: The Contractor agrees that acceptance of what the To tenders as the final payment for final services under this Agreement shall be deemed to release of the Town forever from all claims, demands,and liabilities arising from,out of,or in any way connected with this Agreement. The Contractor shall execute a release if asked to by the Town. Article VIII. Indemnification: The Contractor shall indemnify,defend and hold harmless the Town and all of its officers,agents and employees,with counsel acceptable to the Town,from all suits,claims,demands,losses and liabilities brought against them or based upon or arising out of any act or omission of the Contractor,its agents, officers,employees,or subcontractors in any way connected to this Agreement. The Contractor agrees that it shall be solely responsible for the conduct,health,and safety of its employees during the term of this contract and shall hold the Town harmless for any injuries,damages or losses incurred by its employees while working on this project. The Contractor's agreement to indemnify the Town shall not be deemed to be released,waived or modified in any respect by reason of any surety or insurance provided by the Contractor under the Agreement. Article IX. Insurance: The Contractor shall secure and maintain insurance adequate to meet its obligations hereunder and shall provide the Town with certification of such.The Contractor shall at its own expense maintain motor vehicle liability insurance policies,workers compensation,and general liability coverage.For Contracts for professional services,the Contractor shall carry professional liability or Errors and Omissions liability insurance with a minimum limit of$1,000,000.00 per occurrence,$2,000,000.00 aggregate with a maximum deductible of $25,000.00. Article X.Assignment: The Contractor shall not assign,transfer,delegate or subcontract any interest in this Agreement without the prior written consent of the Town. Article XI. Relationship with the Town: All services to be performed under the terms of this contract will be rendered by the Contractor as an independent Contractor. None of the terms of this contract shall create a principle- agent,master-servant or employer-employee relationship between the Town and the Contractor. The Contractor shall have no capacity to bind the Town in any contract nor to incur liability on the part of the Town and if the Contractor employs or proposes to employ any person during the term of this contract,the employment or proposal shall not obligate the Town in any manner to any such employee. Article XII.Compliance with Laws and Contractors Responsibilities: The Contractor certifies that it and its subcontractors has complied with all applicable laws and is eligible to work in the Commonwealth of Massachusetts and that it is in compliance with Federal and State Tax laws. The Contractor shall not discriminate against any employee,or applicant for employment because of race,age,color,religious creed sexual orientation or identification,handicap,ancestry,sex or national origin. The Contactor will in all solicitations or advertisement form employees placed by or on behalf of the contractor,state that all qualified applicants will receive equal consideration for employment without regard to race,age,color,religious creed,sexual orientation or identification, handicap,ancestry sex or national origin. If applicable,as determined by the Massachusetts Department of Labor Standards,the Contractor shall comply with the Massachusetts Prevailing Wage an shall cause its subcontractors to comply with M.G.L.c. 149,s.2713,which requires that a true and accurate record be kept of all person employed on a project for which the prevailing wage rates are requires. The Contractor shall and shall cause its subcontractors to submit weekly copies or their weekly payroll records to the City,the extent the Prevailing Wage is applicable. If an employer,the Contractor certifies compliance with applicable state and federal employment laws and regulations, including but not limited to minimum wages and prevailing wages programs and payments, unemployment insurance and contributions,workers compensation and insurance,child labor laws,human trafficking,fair labor practices,civil rights laws,non-discrimination laws and any and all other applicable laws. The Contractor agrees to be responsible for and warranty the work of its subcontractors listed in the Contract Documents and to ensure their compliance with all applicable legal,quality and performance requirements of the Contract Documents. The Contractor may not use subcontractors not named in the Contract Documents without the prior written consent of Town,which will not unreasonably be withheld. The Contractor agrees to pay all debts for labor and/or services and materials contracted by it,if any,and for the rental of any office space,equipment or machinery hired by it,if any,for and on account for the services to be performed hereunder. The Contractor shall not take any action that causes any public official to be in violation of the State Ethics Law,M.G.L.c.268A. The Contractor certifies that it and its subcontractors are not currently debarred or suspended by the U.S.government, the Commonwealth or any of its subdivisions,and that it nor any of its subcontractors have been subject to a federal or state criminal or civil judgement,administrative citation,order for violation of M.G.L. c. 149,s. 151 or the Fair Labor Standards Act within three years prior to the date of the contract. The Contractor certifies that it has not declared bankruptcy. Article XIII. Severability: In the event any provision of this Agreement is found by a court of appropriate 2 jurisdiction to be unlawful or invalid,the remainder of the Agreement shall remain and continue in full force and effect. Article XIV. Termination of Agreement:— The Town may terminate this Agreement upon immediate written notice should the Contractor fail to perform substantially in accordance with the terms of the Agreement with no fault attributable to the other. In the event of a failure to materially perform by the Contractor the notice of such breach shall be accompanied by the nature of the failure,and the Town shall set a date at least 10 days later by which Contractor shall cure the failure. If the Contractor fails to cure within the time as may be required by the notice,the Town may at its option,terminate the Agreement. The Town may terminate this agreement without cause at any time,effective seven days beyond a termination date stated in a written notice of termination. In the event of termination,the Contractor shall be compensated for work product and services performed prior to the date of termination. In no event shall the Contractor be entitled payment for any services performed after the effective date of termination,and under no circumstances shall the total price exceed the contract price. Article XV. Governing Law and Jurisdiction: This Agreement shall be governed by the laws of the Commonwealth of Massachusetts. Any actions arising out of this contract shall be brought in a state or federal court in the County of Essex,Commonwealth of Massachusetts,which shall have exclusive jurisdiction thereof. 3 HUMAN RESOURCES SERVICES, INC. Management Consultants to Local Government A TECHNICAL PROPOSAL AND PRICE QUOTE TO CONDUCT A Classification and Compensation Study Department of Public Works For the Town of North Andover, Massachusetts Submitted by: Human Resources Services, Inc. 9 Bartlet Street, Suite 186 Andover,Massachusetts 01810 Voice: 978-474-0200 Cell: 978-430-2061 Fax: 978-475-7925 Email: lirsconsultin - 4comcast.net www.hrsconsultinnc� Human Resources Services, Inc. is an SDO Massachusetts Woman-Owned Business Enterprise (WBE) Certified by the Commonwealth of Massachusetts November 25, 2019 HUMAN RESOURCES SERVICES, INC. MANAGEMENT CONSULTANTS TO LOCAL GOVERNMENT 9 BARTLET ST. SUITE 186 ANDOVER,MA 01810 TEL:978.474.0200 FAX:978.475.7925 www.hrsconsultinginc.com November 25,2019 Ms.Denise Casey Deputy Town Manager Town of North Andover Town Hall 120 Main Street North Andover,MA 01845 Dear Ms.Casey: Thank you for the opportunity to bid on this project. The fee for services as outlined in Human Resources Services,Inc.'s technical proposal dated November 25,2019 to conduct a Classification and Compensation Study for approximately twenty-five(25)employees is 12 500. This fee represents all costs associated with completing the specified services, including all consulting fees,online services,clerical support,printing costs,and other incidental costs associated with the project completion. Sincerely, e4 Human Resources Services,Inc. Aleksandm E.Stepczynski President (HRS acknowledges receipt of all RFQ addenda issued by the Town.) Proposal to North Andover.MA 1 Human Resources Servloes.Inc. DESCRIPTIVE INFORMATION ABOUT HUMAN RESOURCES SERVICES, INC. Element Description Name of the Firm Human Resources Services, Inc. Business Address 9 Bartlet Street Suite 186 Andover, MA 01810 Aleksandra (Sandy) Stapczynski, President When Organized Human Resources Services was organized in 1989 and was formally incorporated in1998. Incorporation Human Resources Services, Inc. is a Massachusetts Information S Corporation. Corporate Officer Aleksandra Stapcz nski, President and Chief Financial Officer Registration Federal Taxpayer Identification Number: 04-3433032 Numbers Telephone: 978-474-0200 Contact Numbers Cell: 978-430-2061 Fax: 978-475-7925 Email: hrsconsuitin gomcast.net Web: �,.hrsconsultin mir .corn Mission of Firm To provide human resource management consulting services to Massachusetts local governments and other public agencies. Areas or concentration include: compensation and classification, performance appraisal and merit systems, job evaluations, salary/benefits surveys, job descriptions, personnel policies, staffing and utilization studies, personnel bylaws/ordinances, recruitment and selection, and personnel audits. Human Resources Services, Inc. is an SDO certified woman- SDO Certified owned business enterprise (WBE) in the Commonwealth of Massachusetts. We are listed on the State's SDO directory of certified businesses. We have been certified for many years. Society for Human Resource Management (SHRM) Pertinent Economic Research Institute (ERI) Memberships IPMA-HR; Bloomberg-HR Law; WorldatWork Massachusetts Municipal Human Resources Massachusetts Municipal Association Proposal to North Andover,MA 2 Human Resources Services, Inc. I. UNDERSTANDING OF THE WORK We understand that the Town of North Andover, Massachusetts desires to engage a consulting team that will work closely with the Town and its DPW employees to develop a comprehensive compensation/classification/benefits plan. The plan identifies pay paths based on the value of roles within the organization, applies commonly accepted benchmarks, and is flexible enough for leaders to make adjustments as needed. The following tasks will be executed to perform the study: Audit all positions internally, and compare to external market value including compensation and benefits. Develop a proposed compensation plan based on the Town's philosophy and internal/external considerations. Establish logical progression levels on the plan. Review union contracts from peer communities and provide comparisons for compensation and benefits, and best practices. Prepare classification plan, documents,job ratings; provide rating manual. Train key staff in the methodology and provide implementation costs and guidelines Human Resources Services, Inc. (HRS) uses an approach that contributes to broad acceptance and successful implementation of its report recommendations. Key Town officials, department heads and employees will be actively involved throughout the entire process. We value the insights of the involved department heads and employees and those connected with the human resource function. We encourage thorough input from management, employees, supervisors, and Town officials, and we will give careful consideration to their ideas, comments and suggestions. Proposal to North Andover, MA 3 Human Resources Services,Inc. Throughout the study, Human Resources Services, Inc. will provide regular status reports to the Town and will discuss the methodology used, the study's progress, and the results achieved. An extensive review will precede any recommendations. The interviews will help us to obtain a practical first-hand picture of the Town's overall organization, its positions, and the interrelationships of positions. The interviews provide an opportunity to clarify and enhance information and to discuss any special issues or circumstances related to the responsibilities, qualifications, and conditions of the positions under review. Market comparisons will be made with comparable municipal government public works departments, and other industries and organizations as necessary to establish competitive rates of pay and benefits. We will suggest a list of"core"peer comparable communities for the Town's input and approval; and communities in the greater region too. When selecting comparabtes,we typically consider form of government, budget, location, size, scope of department services, departmental structures/budgets, socioeconomics and other factors. Relevant information and records will be analyzed. As part of the job description review process, appropriate position analysis questionnaires (PAQ) will be distributed via a secure online portal to the employees and supervisors,with follow-up interviews as needed. HRS, will review the cur-rent DPW contract,job descriptions and salaries/benefits of employees. A structured methodology and a careful rating process will be used We employ a structured methodology that has been proven over the years in our work with municipal governments. This methodology is comprehensive and flexible, enabling us to meet the full range of the Town's requirements thoroughly and carefully. Methodologies on compensation, classification, benefits, position rating system, related tools, and guidelines have been regularly developed and enhanced by Human Resources Services, Inc. and have been widely used in communities, is legally tested and valid, and is nationally recognized through lCMA's leading HR publication and guidebook,Human Resource Management in Local Government:An Essential Guide, 1", 2 d, and 3rd Editions. Proposal to North Andover,MA 4 Human Resources Services,Inc. We use a point-factor rating system to evaluate the positions in the study. The weighted factors cover such major position characteristics as work environment, responsibility, skill, education, experience, accountability,judgment,physical requirements, and supervision. The rating process helps us determine comparable worth rankings within the Town's workforce. The ratings are then used in conjunction with the comparable salary/wage data to prepare the classification and compensation plan. Our approach to determine the relative internal worth among positions includes three steps: (1) Position Analysis—This is a careful and thorough review and understanding of the work being done; (2)Position Description—This is a written record of the important activities and requirements of the work being done. (3)Position Evaluation—This is a method of evaluating the information that has been collected and described to determine the position's relative worth within the organization. All recommendations will be specific,practical and cost-conscious. We will take into consideration the political, economic, and functional implications of the recommendations. Our recommendations are specific,practical,cost-conscious, and fully capable of being implemented. We appreciate what can and cannot work and understand that what may be right for one Town may not be right for another. We provide Town officials, supervisors and employees with ample opportunity to review our work and to offer feedback before we deliver the final product. We are politically savvy and understand how to operate within a local political context. Based upon the method of implementation intended by the Town of North over, we will prepare an estimate of the minimum cost of implementation of the study's results. The final report will also include specific options for implementation and for future maintenance. Proposal to North Andover,MA 5 Human Resources Services,Inc. II. PROPOSAL SUMMARY The purpose of a compensation, classification and benefits study is to attempt to attract and retain qualified employees and also recognize each employee's individual performance and contribution to the Town. The analysis also assists with ensuring pay equity. Our proposed work plan includes the following tasks: Orientation sessions with management, supervisors and employees. Conduct project meetings throughout the study with the Deputy Town Manager, and others as needed. Review and analyze position responsibilities and requirements for all jobs. Update and modernize job descriptions in a standardized legally compliant format, including FLSA, ADA and other equity requirements. Complete a comprehensive labor market analysis by collecting and analyzing comparable salary/wage/benefits data (including all union contracts) from municipalities similar to North Andover. This analysis shall also include identification of and accounting for emerging trends in workforce expectations, such as schedules, work-life balance mechanisms, and generational differences. Review the analysis above that compares North Andover's salaries plus other benefits (including, but not limited to vacation time, sick time, personal time, stipends, health insurance, holidays, etc.) with the salaries and benefits of peer communities in order to provide recommendations for how and where the Town can make changes in order to offer competitive compensation packages that attract and retain talent; providing a total compensation outlook for the Public Works Department. Evaluate the positions through "position rating," a point-factor rating system utilized by HRS to evaluate and rank municipal positions for internal equity purposes. Proposal to North Andover,MA 6 Human Resources Services, Inc. Develop and update the classification and compensation plans; ensuring that the salary schedules correspond to the applicable classification plans. Identification of exempt and non-exempt status of positions as specified within the Fair Labor Standards Act. Develop the Town's internal capacities to maintain the compensation and classification plans, as well as benefits recommendations. Assist with implementation including a multi-year cost-out plan by employee. At the conclusion of the study, the Town of North Andover will have both immediate recommendations for the total compensation program, and the tools to maintain the compensationibenefits and classification system. HRS is available to begin work immediately upon award of the project. The full study will be completed by June 30, 2020. It is our understanding that the Town and AFSCME Local 3687 are currently in negotiations over the collective bargaining agreement that expired on June 30, 2019. Proposal to North Andover, MA 7 Human Resources Services, Inc. Ill. SCOPE OF WORK Based on our experience and our understanding of the needs of North Andover as outlined in the Town's request, we have prepared the following detailed plan of work. Activity 1:Start Project To launch the project, we would have an organizational meeting with the Deputy Town Manager, Town Manager, DPW Director and others as needed. This initial session would take place prior to beginning work on the entire project, so that we may all become familiar with the specific steps to be taken and potential policy questions that may be raised. We will provide a detailed project plan and schedule of activity. Additional purposes for this meeting will be to discuss various pay-setting systems and methods; to secure information necessary to properly review the current compensation program of public works; to discuss those areas of concern which relate to the current and future compensation/benefits program; and to outline and explain the philosophies and approach of our team. We will request and examine numerous North Andover documents, including management information, operating budget, annual reports, organizational charts,job descriptions, classification and pay plans, benefits information, staffing and staffing trends by classification, related To laws and policies,union contracts, and other internal documents that are related to the purpose of this study. Following the organizational meeting, we will conduct orientation meetings with supervisors, employees, and Town officials to explain the purpose and the methodology of the entire study. The orientation session gives employees, supervisors, and officials an overview of the process, and describes to them the role they play in the process. We will describe in detail the point factor rating system used for the Study. Human Resources Services, Inc. has found that providing employees with a thorough orientation makes project activities flow more smoothly. Outlines of the process and description of the methodology to be used will be distributed to all department heads and employees. Proposal to North Andover,MA 8 Human Resources Services,Inc. Activity 2:Develop and Distribute Position Analysis Questionnaire Custom position analysis questionnaires are developed and provided to all employees who participate in the study. Each employee completes an online position analysis questionnaire (PAQ). Each questionnaire is reviewed by the employee's supervisor. The questionnaire is designed to elicit substantial information concerning the position's essential functions, the nature and scope of supervision, the environment in which the employee works, level of confidentiality, the minimum levels of education, training, experience, knowledge, ability and skill required, and the specific physical and mental demands of the job. Once completed, we conduct an initial analysis of questionnaires, current position descriptions, organizational charts, and other relevant Town department documents. Interviews, which are vital to our understanding of the essential functions, requisite skills (KSA's), and physical requirements, are then conducted with employees, supervisors and department heads. All employees will have an opportunity for an interview. We believe that individual interviews are the most effective and thorough means of gathering valid information from employees. In addition to the individual interviews, group interviews can be conducted if the Town feels it would be of value or more efficient in certain instances. Online interviews can also be provided through secure video-conference if the Town desires. Activity 3:Prepare Position Descriptions Based upon a review of current position descriptions,position analysis questionnaires and interviews, we will make an initial determination of positions to be developed. The Consultant Team then develops standardized draft position descriptions for each position. The position descriptions will contain information necessary to inform the reader of the nature of the position (e.g., nature of work, essential functions, supervision,job environment, minimum qualifications, and physical requirements). We will determine whether the duties performed by each employee actually reflect the duties of the job title/classification assigned to that employee, and, if not, we will recommend the appropriate job title and description for the employee. We will fully modernize the descriptions to reflect the changes that have occurred in the position duties, as well as the technical and supervisory skills that are necessary for employees within the particular area of the workforce; descriptions will also reflect changes that have occurred due to office Proposal to North Andover,MA 9 Human Resources Services, Inc. automation including software skills. This job audit process also assists us with other aspects of the study, such as analyzing positions to the labor market. Activity 4: Circulate Draft Position Descriptions We will prepare draft job descriptions to be reviewed by department heads, employees, and human resources for accuracy. Comments are submitted to HRS prior to the finalizing of the job descriptions. Final job descriptions will be written by the team and presented to the Town. Activity 5:Apply Position Rating Factors and Develop Revised Classification Plan Having identified and described all of the positions, we will then evaluate each position to create an updated classification plan. We apply job evaluation criteria to all positions, as described by the approved job descriptions, and develop a tentative ranking of positions based on internal comparability. The rating system is computerized and is designed in such a way that the Town can easily, in subsequent years, use it as a tool to update the classification plan, evaluate requests for reclassifications, and classify new positions. The rating manual provided will describe the methodology used by the Consultants to undertake this study and how it can be utilized by the Town in the future, including the detailed, measurable, rating structure and evaluation criteria. Activity 6: Conduct a Comprehensive Compensation/Benefits Survey and Analysis We will,jointly with the Town, identify peer municipalities (and other organizations as needed) which comprise the best available comparisons for the Town. The Town will make the final decision on selected comparable organizations. HRS will collect pay and benefits information for all positions from the benchmark group including union contracts. Typically, our market analysis for compensation includes components such as: » Salary range for each position surveyed » Information on the market averages, ranges, medians, 751h percentile, and 901h percentile » Information on the number of work hours per week/per year for each position surveyed Information on longevity, merit, or stipend pay » Uniform pay » Trends in compensation programs offered Proposal to North Andover,MA 10 Human Resources Services, Inc. Differential Pay if applicable Other pay unique to DPW positions Typically, our market analysis for benefits includes components such as: Vacation and Sick Leave Personal Leave Health Insurance Holidays Special stipends Professional Development/Tuition Reimbursement Tax Deferred Plans Travel Allowance/Vehicle Use Benefits information will include averages, medians, ranges, and percentiles when appropriate. Plan provisions and policies will be summarized in a detailed/narrative format. Activity 7: Construct Compensation Plan Using the completed position descriptions, existing pay data, and the benchmark comparisons, we will construct revised pay schedule(s) within the parameters of the Town's compensation policies. The pay plan is then linked directly to the classification plan. We will develop the final updated compensation and classification plans, including guidelines for initial implementations and continuing maintenance. The resulting compensation plans will reflect the Town's pay policies, the market place, and internal equity values. Activity 8:Report Results We will review the results of the Classification and Compensation Plans and related benefits analysis with Town officials before developing the draft report. Final recommendations will be provided to the Town only after appropriate feedback from all parties involved. Throughout the study, we will review study products and processes with the Deputy Town Manager and others as needed. Proposal to North Andover, MA 11 Human Resources Services, Inc. The final report will be presented to the Town. Five (5) hard copies will be delivered to the Town, as well as electronic copies in Microsoft Word, Excel and PDF formats. HRS will also provide a web portal with access to project documents and tools for future maintenance of the entire system. The final report will include: a. A comprehensive narrative report. b. A complete and comprehensive labor market analysis by collecting and analyzing salary/wage/benefits data and other compensation and workforce data from municipalities/organizations comparable to North Andover. This data will be presented in spreadsheet, graphic chart, and narrative format. All union contracts will be collected and analyzed. c. Recommendations on classification and compensation plans, while ensuring competitive pay rates using data from comparable organizations and internal pay equity through position rating and grouping, and pay equity analysis. d. Updated job descriptions for all positions included. e. Documentation of study procedures, observations, and recommendations. f. Guidelines and tools for updating the classification plan, accepting new classes, and evaluating reclassification requests; including Rating Manual. IV. IMPLEMENTATION SCHEDULE AND TIMELINE Human Resources Services, Inc. is available to enter into contract upon award notification and can commence project work within seven (7) calendar days of the contract award. The project shall be completed within by June 30, 2020. A more specific timetable will be developed with the Town of North Andover upon entering into contract. Human Resources Services, Inc. would schedule an initial meeting with the Deputy Town Manager and immediately set up a detailed schedule of activities. Proposal to North Andover, MA 12 Human Resources Services, Inc. 1 PlanninglMeetingsilntervlews M]ecltek� Feb March Apnl May June 1..1 initial project planning and developrrtent of database 1.2 organizational meeting with client 1.3 preparation for orientation-distribute PAQ 2 Data Collection and Review of Info _ ..... 2A collect and review town information _.._._.., _ _.w...__..,....m.._.._ ....m.._..._..r._........... .._......__.n.,_.m,.._....._._m......._..._...... 2.2 prepare survey-data collection&analysis/client input ..._........__ ____._._....................M_ ............... _..._,. 2.3 follow-up with communities/organizations 3 Needs Assessrnent _.__. .........._. .._.._.....m._._ ...... 3.1 preliminary review issues with client 3.2 analysis,findings of..market/comp and benefits I � I _ ......_ .. _...__._ .—_.....__..._._,_.._.._..____..._ ......._._._,_ 3.3 draft project review/update Wth client 4 Class/Comp&Job Description Review 4.1 Interviews;review/edit descriptions review with town __...._.__....._.................__.................._ r.._,. _.,................_ ___. ...................................... _.......,..........._.. ._..... _ 4.2 additional formatting and finalizing of descriptions 4.3 reviewing of ratings/rankings with client 4.4 reconcile ratings\AAth pay/class plan 4.5 develop new comp/class plan 4.6 estimated cost-out by employee 5 Draft Report,Final Report;Presentation 5.1 preparation of draft report 5.2 input and revsions to draft report 5.3 preparation of final report _....... ._.m...__. 5.4 final presentations to client and implementation plans Proposal to North Andover,MA 13 Human Resources Services, Inc. V. ABOUT HUMAN RESOURCES SERVICES, INC. A. Profile of Proposer Human Resources Services, Inc., is an established and recognized Massachusetts municipal compensation and human resource firm specializing in technical assistance to local governments in areas of personnel management. Human Resources Services (HRS) was established in 1989 and was incorporated in Massachusetts as Human Resources Services, Inc. in 1998. HRS has thirty years of experience providing consulting services to municipalities. HRS is a certified woman-owned business enterprise (WBE) dedicated to serving local governments. Consulting to local governments is the focus of HRS; it is the field to which the consulting practice is dedicated. Human Resources Services, Inc. assists local governments in strengthening their management capacity by providing a full range of personnel/HR services which include: classification and compensation studies/salary and benefits studies; performance evaluation and merit systems; personnel ordinances/bylaws reviews; personnel policies, rules and regulations; personnel handbooks; management and organizational studies; personnel system audits; recruitment and selection; and staffing and utilization studies. Human Resources Services, Inc. has expert knowledge of procedural and practical approaches to municipal human resource systems. Human Resources Services, Inc. has studied virtually every functional area of local government. HRS has extensive experience in the personnel/HR management field, particularly in New England. During the last few years alone, HRS has: • conducted numerous classification and compensation studies including many union and public works position titles • written hundreds of job descriptions • drafted personnel policies and handbooks • developed performance appraisal/merit systems • conducted compensation/benefits surveys and studies • completed organizational and staffing studies • conducted job evaluations and reclassification reviews Proposal to North Andover,MA 14 Human Resources Services, Inc. • conducted Performance Training Workshops for employees and supervisors • conducted an assessment of a human resource department • participated in a regional HR workshop • conducted an HR Audit for a large town • participated on panels for recruitment of employees • assisted in defining a fire department following a charter change • performed a town/school HR consolidation study • served as a facilitator for a panel interviewing town managers • developed an employee appeals process for a City • co-authored an e-Book on Performance Appraisal • conducted comp/benefits study for water district • conducted online webinars nationwide on various HR topics • conducted a DPW staffing study B. Project Team Human Resources Services, Inc. has a strong project team that is well qualified to complete this work for North Andover. This project will be a top priority for Human Resources Services, Inc. Our team members are listed below. Proposal to North Andover,MA 15 Human Resources Services, Inc. ALEKSANDRA(SANDY) STAPCZYNSKI President Human Resources Services, Inc. Sandy Stapczynski will serve as Principal Consultant and Project Manager for the North Andover project. She will participate in all phases of the study. Sandy is a major provider of Human Resources Consulting Services to local governments, particularly pay/classification/benefits and performance evaluation systems. With 30 years of experience providing technical assistance to local governments in key areas of human resource management, she has provided consultancy services to hundreds of New England cities, towns, school districts, counties, regional agencies, and state agencies. Sandy is nationally recognized as a contributing author to ICMA's Human Resource Management in Local Government: An Essential Guide (1st, 2nd, 3rd Editions) and has also authored an ICMA IQ Management Report on Staffing and Utilization Studies. More recently she also co-author ICMA's e-book, Performance Appraisal Fundamentals: A Quick Guide to Fair, Consistent, and Useful Performance Appraisals. She is currently working with ICMA on numerous HR-related webinars, and a new Local Government 101 Certification Program, where she is teaching and providing program content on Human Resources and Staff Effectiveness, Recruitment and Hiring of Employees; and Compensation, Classification and Performance. She has completed hundreds of consulting studies and assignments to government jurisdictions as small as 500 population to over 650,000 population. In addition to her specialty in pay and classification, she regularly works on other assignments such as: organizational and management studies, personnel bylaws/ordinances, policies/handbooks, performance evaluation systems, recruitment and selection, HR audits, assessments and compliance; staffing analyses, and general HR services. Prior to establishing her own business, Ms. Stapczynski was a Financial Supervisor with the Massachusetts Department of Revenue. Her previous employment also includes the Massachusetts Municipal Association, a non-profit organization supporting local government. While at the MMA, she specialized in personnel management consulting to hundreds of cities and towns and school districts. She provided technical assistance to virtually every local government organization in Massachusetts while at the MMA. Sandy has been asked to speak on panels at the Massachusetts Municipal Association Annual Meeting and at meetings of the Massachusetts Municipal Human Resources Association, Massachusetts Library Association, American Society for Public Administration (ASPA), International City/County Management Association (ICMA), and at the New Hampshire Local Government Center. She has served as adjunct professor and guest speaker at colleges/universities in the Boston area. She has business and professional memberships with the Massachusetts Municipal Association, Massachusetts Municipal Human Resource Association, Society for Human Resource Management, and the International Public Management Association-HR (IPMA-HR). Ms. Stapczynski holds a Master's Degree in Public Administration from Suffolk University, Boston (Public Service Fellowship), a Bachelor's Degree in Government from Suffolk University, Boston, and an Associate's Degree in Business from Bunker Hill Community College. Post-graduate work was completed in the State Management Development Program, Institute for Governmental Services, University of Massachusetts, Boston. Ms. Stapczynski has been actively involved in Massachusetts local government as a practitioner and a management consultant since 1982. Proposal to North Andover,MA 16 Human Resources Services, Inc. ANTHONY J. (TONY)TORRISI Senior Management Consultant Tony Torrisi will serve as Senior Management Consultant for the North Andover project. He will assist with all market analysis, and assist with other project areas as needed. Tony Torrisi has over 39 years of experience in Massachusetts municipal finance and administration. He served as the Director of Finance and Budget for the Town of Andover, Massachusetts. As the Director of the department, he was responsible for the financial planning of its $150 million budget. The offices of Tax Collector-Treasurer, Assessing, Purchasing, Information Systems, and Insurances/Benefits reported directly to him. Tony also worked previously as the budget assistant in the City of Worcester, Massachusetts. He was employed by the Town of Danvers while pursuing his graduate degree. While in Danvers, he served as acting assistant Town Manager/Personnel Director/Purchasing Agent. In addition, he was responsible for preparing the Town's annual budget. Mr. Torrisi received his undergraduate degree from Boston College and a Master's Degree in Business Administration from Northeastern University. His experience covers a wide area of both municipal finance and human resources. He has extensive experience in budget preparation, capital planning, debt management, enterprise rate setting, health insurance administration and financial planning. He has had responsibility for the implementation of many financial and organizational improvements. Tony has also had major general government administration experience with two lengthy appointments as Acting Town Manager while the Board of Selectmen conducted Town Manager recruitment processes. Tony has been invited to speak before many governmental groups including the Association of Town Finance Committees, Massachusetts Government Finance Officers Association, Massachusetts Municipal Association, and the Massachusetts Collector-Treasurer Association. He was a founding member of the Massachusetts Government Finance Officers Association, was elected its first president and served as the state representative to the national Government Finance Officers Association. Tony Torrisi is currently assisting Human Resources Services with numerous compensation and classification studies throughout New England, many of which include union positions. CAROL M.GRANFIELD Senior Management Consultant Carol Granfield will serve as a Senior Management Consultant for the North Andover project. As part of the team, she will provide assistance as needed. Carol M. Granfield, ICMA-CM has a Masters in Administration from Central Michigan University and is one of ICMA's Credentialed Managers in the country. Ms. Granfield is also a graduate of the Senior Executive Institute at the University of Virginia, Harvard JF Kennedy School of Government summer program, Leadership New Hampshire and Fairfax, and one year of law school at Massachusetts School of Law. She possesses 38 years of public sector management experience and 7 years private sector experience. Carol has broad public service experience at the town, city, and county levels of government. Carol has served in the following positions:Town Administrator in Hooksett, NH; Town Manager of Meredith, NH; Town Administrator of Derry, NH; County Manager in Cumberland County, ME; Town Manager in Dixfield, ME; Director of Administration in Herndon, VA; and Personnel Director in Fairfax, VA. Proposal to North Andover, MA 17 Human Resources Services, Inc. Carol's expertise in Human Resources and Labor Relations includes the establishment of personnel policies, wage and classification and benefit studies, along with union negotiations to include the interest based model. Carol has conducted strategic planning, goal setting, and team programs in NH, ME, and VA communities, and also developed and implemented positive customer service and training programs. She has additionally negotiated cost effective public/private partnerships along with regional contractual programs. Carol has served on many state and local boards to include the ICMA Credentialing Board; NH Local Government Board, Maine Municipal Association Advisory Panel, Belknap County Economic Development Commission, Derry Planning Board, and is a Past President of the NH Management Association, IPMA-Virginia, Dixfield Economic Development, and Derry Village Rotary. Ms. Granfield is also appointed by the Governor to the NH Public Employee Labor Relations Board. Carol is currently working with HRS on numerous compensation, classification, job descriptions, and benefits studies throughout New England. REGINALD(BUZZ)STAPCZYNSKI Senior Management Consultant Buzz Stapczynski will serve as Senior Management Consultant for the North Andover project. He will assist with key phases of the project. Buzz brings high level consulting experience in municipal human resources and public works management systems, having conducted scores of studies for cities and towns in Massachusetts. He brings unique, diverse experience and will assist with key interviews, meetings and/or focus groups as needed. He has been designated an ICMA-Credentialed Manager and has 40 years of public sector management experience at the local, county, and state levels of government. He served as Town Manager of Andover, MA for 25 years; as Chief Executive Officer he was responsible for the administration and management of a full-service municipality which included oversight of a consolidated and large public works department. He was responsible for: $170 million operating budget for municipal/school departments; maintenance and construction of municipal/school infrastructures, managing millions in capital projects; and economic development/planning of the Town's industrial base. He also served as Town Manager in Wilmington, MA for many years. In both Andover and Wilmington, he successfully implemented compensation and classification systems and programs, and served as the appointing authority setting compensation structures and plans for employees. Buzz also worked for the Commonwealth of Massachusetts as a Budget Manager. Prior to coming to Massachusetts, he worked for Fairfax County, Virginia as a Budget Analyst in the Office of Management and Budget. Buzz received his B.A. in Politics from The Catholic University of America in Washington D.C.; Master's in Public Administration from the University of Kansas. He attended the Harvard University, J.F.K. School of Government Program for Senior Executives in Local Government. Buzz brings practical knowledge and many years of experience to HRS in all areas of human resources, municipal operations, labor relations and government administration. Buzz is currently working on several management and HR related consulting projects for HRS. Proposal to North Andover,MA 18 Human Resources Services,Inc. References: Mr. Doug Willardson Town Administrator Town of Webster, MA 508-949-3800, ext. 1005 (Conducted town-wide comp/class study, mostly union positions. Included public works positions) (2019) Mr. Rob Bernardo Water Superintendent Seekonk Water District, MA 508-761-8170 (Compensation/Benefits Survey and Analysis) (2019) Mr. Gregory Federspiel Town Administrator Manchester-by-the-Sea, MA 978-526-2000 (Comprehensive DPW Audit and Review; included compensation and benefits analysis; DPW metrics; review of functional areas, and review of staffing) (2017) Mr. John Curran Town Manager Clancy Main Management Analyst Town of Billerica, MA 978-671-0942 (Conducted town-wide comp/class studies; heavily unionized positions.) (2019) Mr. Norman Khumalo Town Manager Ms. Maria Casey Human Resources Director Town of Hopkinton, MA 508-497-9700 (Town-wide Non-Union Compensation and Classification Study) — (2018) (Pay Equity Analysis) (2019) (Job Descriptions Study) (2017) Mr. Mark Rees Town Manager Town of Fairhaven, MA 508-979-4023 (Compensation, Classification, Job Descriptions for union and non-union positions.) (2018) Proposal to North Andover, MA 19 Human Resources Services,Inc. Forth W-9 Request for Taxpayer Give orm to the (Rev.October2018) Identification Number and Certification requdster.Do not Department of the Treasury Internal Revenue Service IN-Go to www.1 gov1FormW9 for instructions and the latest information. send to the IRS.1 Name(as shown on your income tax return).Name Is required on this One;do not leave this line blank. Human Resources Services Inc. 2 Business name/dWegarded entity name,If different from above Human Resources Services Inc. m3 Check appropriate box for federal tax classification of the person whose name Is entered on One 1.Check only one of the 4 Exemptions(codes apply only to 0a. following seven boxes. certain entities,not Individuals:sae Instructions on page 3): ❑ indivkivallsoie proprietor or ❑ C Corporation ❑S Corporation ❑ Partnership ❑TnusVestate single-member LLC Exempt payee code(if any) 5 ❑ UmitW Ilabiifiy company.Enter the tax classification(C--C corporation,S--^corporation,P-Partnership)► o J Note.Check the appropriate box in the line above for the tax classification of the single-member owner. Do not check Exemption from FATCA reporting LLC If the LLC is classified as a single-member LLC that Is disregarded from the owner unless the owner of the LLC Is another LLC that is not disregarded from the owner for U.S.federal tax purposes.Otherwise,a single member LLC that code(i any) Corporation g Is disregarded from the owner should check the appropriate box for the tax classification of its owner. ❑ Other(see Instructions)► poo"M-2. W*M4baMrmrn»usi m 5 Address(number,street,and apt.or suite no.)See Instructions. Requester's name and address(optkmQ 9 Bartlet Street,Suite 186 s City.state,and ZIP code Andover Massachusetts 01810 7 Ust account number(s)here(optional) Tax aver Identification Number(TIN) Enter your TIN in the appropriate box.The TIN provided must match the name given on line 1 to avoid Social security number backup withholding.For individuals,this is generally your social security number ISSN However,fora resident alien,sole proprietor,or disregarded entity,see the instructions for Part I,later.For other entities,It is your employer identification number(EIN).If you do not have a number,see How to get a TIN,later. or Note:If the account is In more than one name,see the instructions for line 1.Also see What Name and I Employer ldentlflcaWn number Number To Give the Requester for guidelines on whose number to enter. MO4 - 3 4 3 3 0 T32 92MM Certification Under penalties of perjury,I certify that: 1.The number shown on this form is my correct taxpayer identification number(or I am waiting for a number to be issued to me);and 2.1 am not subject to backup withholding because:(a)1 am exempt from backup withholding,or(b)I have not been notified by the Internal Revenue Service(IRS)that I am subject to backup withholding as a result of a failure to report all Interest or dividends,or(c)the IRS has notified me that I am no longer subject to backup withholding;and 3.1 am a U.S.citizen or other U.S.person(defined below);and 4.The FATCA code(s)entered on this form(If any)indicating that i am exempt from FATCA reporting is correct. Certification Instructions.You must cross out item 2 above if you have been notified by the IRS that you are currently subject to backup withholding because you have failed to report all interest and dividends on your tax return.For real estate transactions,item 2 does not apply.For mortgage interest paid, acquisition or abandonment of secured property,cancellation of debt,contributions to an individual retirement arrangement(IRA),and generally,payments other than Interest and dividends,you are not required to sign the certification,but you must provide your correct TIN.See the instructions for Part II,later. Sign g„at.of / -Z �® Here U.S.person► IZL- Date► General Instructions •Form 1099-DIV(dividends,including those from stocks or mutual funds) Section references are to the Internal Revenue Code unless otherwise •Form 1099-MISC(various types of income,prizes,awards,or gross noted. proceeds) Future developments.For the latest information about developments •Form 1099-B(stock or mutual fund sales and certain other related to Form W-9 and its instructions,such as legislation enacted transactions by brokers) after they were published,go to www.irs.gov1FormW9. •Form 1099-S(proceeds from real estate transactions) Purpose of Form •Form 1099-K(merchant card and third party network transactions) An individual or entity(Form W-9 requested who is required to file an •Form 1098(home mortgage interest),1098-E(student ban Interest), Information return with the IRS must obtain your correct taxpayer 1098-T(tultion) Identification number(RN)which may be your social security number •Form 1099-C(canceled debt) (SSN),individual taxpayer identification number(ITIN),adoption •Form 1099-A(acquisition or abandonment of secured property) taxpayer identification number(ATIN),or employer identification number (EIN),to report on an information return the amount paid to you,or other Use Form W-9 only If you are a U.S.person(including a resident amount reportable on an Information return.Examples of information alien),to provide your correct TIN. returns include,but are not limited to,the following. It you do not return Form W-9 to the requester with a TIN,you might •Form 10994NT(Interest earned or paid) be subject to backup withholding.See What is backup withholding, later. Cat.No.10231X Form W-9(Rev.10-2018) DocuSi n Envelope ID:911610EC-85B1-4139-92F2-80B309BE0175 HUMAN ACORDT. CERTIFICATE OF LIABILITY INSURANCE 1DATE 2/06/2019YYY) PRODUCER THIS CERTIFICATE IS ISSUED AS A MATTER OF INFORMATION Doherty Insurance Agency, Inc. ONLY AND CONFERS NO RIGHTS UPON THE CERTIFICATE P.O. Box 1985 HOLDER.THIS CERTIFICATE DOES NOT AMEND,EXTEND OR ALTER THE COVERAGE AFFORDED BY THE POLICIES BELOW. 21 Elm Street Andover, MA 01810 INSURERS AFFORDING COVERAGE NAIC# INSURED INSURER A: The Hartford Human Resources Services Inc INSURER B: Mount Vernon Fire Insurance Co 9 Bartlet Street,Suite 186 INSURER C: Sentinel Insurance Company Andover, MA 01810 INSURER D: INSURER E: COVERAGES THE POLICIES OF INSURANCE LISTED BELOW HAVE BEEN ISSUED TO THE INSURED NAMED ABOVE FOR THE POLICY PERIOD INDICATED.NOTWITHSTANDING ANY REQUIREMENT,TERM OR CONDITION OF ANY CONTRACT OR OTHER DOCUMENT WITH RESPECT TO WHICH THIS CERTIFICATE MAY BE ISSUED OR MAY PERTAIN,THE INSURANCE AFFORDED BY THE POLICIES DESCRIBED HEREIN IS SUBJECT TO ALL THE TERMS,EXCLUSIONS AND CONDITIONS OF SUCH POLICIES.AGGREGATE LIMITS SHOWN MAY HAVE BEEN REDUCED BY PAID CLAIMS. I POLICY EFFECTIVE POLICY EXPIRATION LTR NSR TYPE OF INSURANCE POLICY NUMBER DATE MM/DONY DATE MM/DD/YY LIMITS A GENERAL LIABILITY 08SBAGG5844 05/22/19 05/22/20 EACH OCCURRENCE $2 QQQ QQQ NCOM MERCIAL GENERAL LIABILITY DAMAPREMISES(Ea olccurrrence TED $300 OOO CLAIMS MADE 51 OCCUR MED EXP(Any one person) $1 Q 000 PERSONAL&ADV INJURY s2,000,000 GENERAL AGGREGATE s41000,000 GEN'L AGGREGATE LIMIT APPLIES PER: PRODUCTS-COMP/OP AGG s4,000,000 X POLICY F1 PROJECT F I LOG C AUTOMOBILE LIABILITY 08UECAZ6110 05/22/19 05/22/20 COMBINED SINGLE LIMIT ANY AUTO (Ea accident) $1,000,000 ALL OWNED AUTOS BODILY INJURY $ X SCHEDULED AUTOS (Per person) X HIRED AUTOS BODILY INJURY X NON-OWNED AUTOS (Per accident) $ PROPERTY DAMAGE $ (Per accident) GARAGE LIABILITY AUTO ONLY-EA ACCIDENT $ ANY AUTO OTHER THAN EA ACC $ AUTO ONLY: AGG $ A EXCESS/UMBRELLA LIABILITY 08UECAZ6110 05/22/19 05/22/20 EACH OCCURRENCE s2,000,000 X OCCUR El CLAIMS MADE AGGREGATE s2,000,000 DEDUCTIBLE $ X RETENTION $10000 $ A WORKERS COMPENSATION AND 08WECEM1660 05/22/19 05/22/20 X TH- TRY I R We srnru- ER EMPLOYERS'LIABILITY E.L.EACH ACCIDENT $1,000,000 ANY PROPRIETOR/PARTNER/EXECUTIVE OFFICER/MEMBER EXCLUDED? E.L.DISEASE-EA EMPLOYEE $1,000,000 If yes,describe under SPECIAL PROVISIONS below E.L.DISEASE-POLICY LIMIT $1,000,000 B OTHER Errors& SP20013000 04/29/19 t64/29/20 $1,000,000. Each Claim Omissions $3,000,000.Aggregate $1,000.Ded Ea Cl DESCRIPTION OF OPERATIONS/LOCATIONS/VEHICLES/EXCLUSIONS ADDED BY ENDORSEMENT/SPECIAL PROVISIONS Covering operations usual to Human Resources Services, Inc... CERTIFICATE HOLDER CANCELLATION 10 Days for Non-Pa ment SHOULD ANY OF THE ABOVE DESCRIBED POLICIES BE CANCELLED BEFORE THE EXPIRATION Town of North Andover DATE THEREOF,THE ISSUING INSURER WILL ENDEAVOR TO MAIL ';0_ DAYS WRITTEN Attn: Denise Casey NOTICE TO THE CERTIFICATE HOLDER NAMED TO THE LEFT,BUT FAILURE TO DO SO SHALL Deputy Town Manager IMPOSE NO OBLIGATION OR LIABILITY OF ANY KIND UPON THE INSURER,ITS AGENTS OR 120 Main Street REPRESENTATIVES. �DocuSigned by: North Andover, MA 01845 AUTHORIZED REPRESENTATIVE J d ACORD 25(2001/08)1 of 2 #S38901/M37976 DML © ACORD CORPORATION 1988