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HomeMy WebLinkAbout2011-07-11 Board of Selectmen Agenda Packet TOWN OF NORTH ANDOVER BOARD OF SELECTMEN 120 MAIN STREET NORTH ANDOVER, MASSACHUSETTS 01845 f NORTH Daniel P. Lanen, Chairman William F. Gordon _ � TEL. (978)688-9510 A Rosemary Connelly Smedile 9 FAX(978)688-9556 Donald B. Stewart *�,'°� °'S* www.townofnorthandover.coin Tracy M. Watson 9SSNCHUSEtI BOARD OF SELECTMEN& LICENSING COMMISSIONERS AGENDA JULY 11,2011—6:00 PM TOWN HALL MEETING ROOM 120 MAIN STREET I. CALL TO ORDER II. RECONVENE AND PLEDGE OF ALLEGIANCE III. LICENSING COMMISSIONERS A. Consider Sales of Alcoholic Beverages by On-Premise Licenses on Sundays; Sales Between 10:00 a.m. and noon. IV. OLD BUSINESS A. Town Manager Search Consultant—Vote on Contract B. Police Chief Search Update V. NEW BUSINESS A. Town Manager Search Committee Meeting with Consultant and Selectmen VI. PUBLIC COMMENT VII. ADJOURNMENT Of NORTH O 1 ^ i 1 SSACHNSt' TOWN OF NORTH ANDOVER OFFICE OF THE TOWN CLERK 120 MAIN STREET NORTH ANDOVER,MASSACHUSETTS 01845 Joyce A. Bradshaw, CMMC Telephone (978) 688-9501 Town Clerk Fax (978) 688-9557 E-mail brad shaw(a)townofnorthandover.com MEMORANDUM TO: Tracy M.Watson,Licensing Chairman Members of the Board of Selectmen James Purcell,InterimTown Manager FROM: Joyce A.Bradshaw,Town Clerk SUBJECT: Acceptance of MGL Chapter 138, Section 12—Sunday Sales Between LOAM-Noon DATE: July 7,2011 I Attached is a copy of the ABCC Advisory regarding the Local Licensing Authority's discretion to allow an additional hour of sale of alcoholic beverages at 10:00AM on Sundays. I have received an inquiry from a license holder if this would be possible. Town Counsel, Thomas J. Urbelis, has suggested the following motion would permit this should it be deemed appropriate by the Licensing Commission: "I move that the North Andover Licensing Commission vote to accept General Laws Chapter 138, Section 33B to authorize licensees under Chapter 138, Section 12 to sell alcoholic beverages between the hours of 10:00 a.m. and 12:00 noon on Sunday and to amend the last line of Section BA of the Licensing Commission's Alcoholic Beverages Regulations by changing 12:00 p.m. to 10:00 a.m." I will be at your meeting Monday, July 11, 2011 if you have any questions or concerns. Please contact me if you need additional information. Commonwealth of Massachusetts Department of the State Treasurer Alcoholic Beverages Control Commission 239 Causei4wy Street Boston, MA 02114 Telephone: (617) 727-3040 r� Fax: (617) 727-1258 V y Timothy P. Cahill Kim S. Gainsboro Treasurer and Receiver General Chapman THE ALCOHOLIC BEVERAGES CONTROL COMMISSION ("ABCC") ADVISORY Effective July 1, 2010, the legislature passed a new law authorizing Local Liquor Licensing Authorities ("LLA") to allow M.G.L. c. 138, §12 licensees to sell alcoholic beverages at 10 a.m. on Sundays. This law amends M.G.L. c 138, §33B by allowing each city or town to "opt into" the new law giving their LLA discretion to grant an additional one (1) hour of sale of alcoholic beverages on Sundays, now starting at 10 a.m. to any or all of the §12 licensee in their community. Cities and towns should check with their counsel to determine the procedure required to "opt into" this new law. ABCC approval for these discretionary hours of sale is not required; but as always the LLA must forward an informational "Form 43" with the Sunday hours of sale to the ABCC. Each §12 licensee should consult with their LLA to determine the necessary steps to get permission to sell alcoholic beverages at 10 a.m. on Sundays. A §12 license holder who is denied the discretionary hour of sale may not appeal that denial to the ABCC. All licensees should ensure that they are in compliance with the laws of the Commonwealth of Massachusetts, M.G.L. c. 138, §64, and that sales of alcoholic beverages take place only on the days and hours last approved by the LLA. NO §12 LICENSEE HAS THE RIGHT TO SELL ALCOHOLIC BEVERAGES EXCEPT DURING THE HOURS the LLA PREVIOUSLY GRANTED ON OR BEFORE JUNE 30, 2010. ANY LICENSEE WHO SELLS BEFORE THE HOURS OF SALE PREVIOUSLY GRANTED ON OR BEFORE JUNE 30, 2010 BY THE LLA VIOLATES THE LAW AND FACES DISCIPLINARY ACTION FROM THE LLA BY SUSPENSION, REVOCATION, CANCELLATION OR MODIFICATION OF THE LICENSE IN ADDITION TO ARREST AND CRIMINAL PROSECUTION FOR THE ILLEGAL SALE OF ALCOHOLIC BEVERAGES. Individuals with questions concerning this Advisory and the new Sunday Sales law may contact, the ABCC at 617-727-3040 x 31. (Issued: Friday, July 02, 2010) Groux and Associates JUNI 2 2019 No. Chatham, Massachusetts tgroux@comcast.net HUMAN RESOURCES 508-945-3160 voice 774-722-1372 cell June 21, 2011 Board of Selectmen North Andover % Cathy Darby Human Resources Director Dear Board Members: I am p leased to respond to your Invitation for Quotes for Executive Search Services for the position of Town Manager. Attached is a detailed proposal describing the approach our firm follows in recruitment of Town Managers. I believe this proposal is fully responsive to the Town's Purchase Description. Also attached is a draft time-frame for completion of each of the major objectives of the work. I am also enclosing a partial list of references of towns where Groux and Associates has completed recruitments during the last few years. I would be the primary consultant on this assignment. I am also enclosing a resume as well as a single page description of my firm. A separate envelop contains our confidential price quote. An important part of our proposal is our assurance to repeat the recruitment, at no fee, in the event that an individual, who has been recommended by Groux and Associates and appointed by the Board of Selectmen, fails to remain for one full year, for whatever reason. We would be pleased to come to North Andover for an interview with appropriate parties to discuss this proposal if that is desired. Thank you for inviting Groux and Associates to submit a proposal. Sincerely, Thomas J. Groux Groux and Associates APPROACH TO RECRUITMENT TOWN MANAGER, NORTH ANDOVER, NIA June 21,2011 Explained below is a description of how Groux and Associates will approach the recruitment of the Town Manager for the Town of North Andover and a description of the services to be performed. Please note that this approach assumes the Board of Selectmen will use a Selection Committee to assist the Board and that we would work closely with the Selection Committee as well as with the Board itself. 1. Consultation with Board of Selectmen and Selection Committee: It is most important to have a clear understanding from the Board of Selectmen on the experience and personal attributes the Board believes the next Town Manager should possess. We like to meet with Selectmen at the very beginning to obtain their collective and individual views on this matter. The consultant, with his extensive experience as a Town Manager and 12 plus years recruiting Managers and Administrators will be able to provide valuable advice to the Board in this regard. It is important to develop the plan for the search with the Selection Committee at the very first meeting of the Committee. It is also important to have the views of Department Heads and key town officials. The next Town Manager will be working on a daily basis with many of these individuals and therefore input from such sources is important. This input is usually obtained by the consultant meeting with Department Heads and staff. Most towns usually assist us to gather these views by having the Selectmen's Office staff coordinate such meetings. 2. Selection Committee: We support the establishment of a committee to assist the Board in the selection process. Groux and Associates has experience working very successfully with citizen committees in such towns as Lexington, Framingham, Westford, Hingham, Hamilton, Harwich, Foxborough, Yarmouth and most recently Cohasset. We generally recommend a committee of seven to nine members. The makeup should include someone with prior experience in North Andover town government, perhaps a representative from the school department, a person with business experience and representatives of a cross section of the community. Grog and Associates 3. Job Description and Professional Qualifications: The Home Rule Charter for North Andover already contains most of this information. However, there usually are some responsibilities and expectations of the Manager that simply are not in the Charter but by practice or direction of the Board of Selectmen are an important part of the Manager's functions. The consultant will be sure to identify these functions. It is important that the next Town Manager have a clear understanding of the expectations of the Board beyond those duties spelled out in the Charter. 4. Salary Range and Benefits: The general salary range and benefit package needs to be addressed at the outset of the recruitment. The consultant will advise the Board on standard industry expectations in this area. However, the Board of Selectmen must decide what parameters it wants to establish. The specifics on a compensation and benefit package needs to remain confidential since they will be a part of negotiations with the final candidate. But it is important for the Board to advise the consultant as to what these parameters are so that the consultant is properly guided as he conducts the recruitment. Note. Although the Charter is silent regarding residency applicants will want to know if the Board of Selectmen will require residency. This issue needs to be made clear by the Board prior to recruitment proceeding. Most applicants will ask about this. i S. Recruiting and Outreach: An important part of a recruitment effort should include a formal profile of the Town and the position as well as an outreach effort by the consultant to prospective candidates. (Groux and Associates often uses a promotional recruitment brochure for outreach purposes. However, a sample brochure cannot be sent with this digital communication. Copies of such brochures,previously used by this consultant, will be sent as a separate mailing.) The profile describes the Town and the Town government's organizational structure. The profile will also describe the responsibilities of the new Town Manager (based on the Charter); it will describe the management style, experience, etc. desired by the Board of Selectmen; and it will identify the current issues that the new Town Manager will be expected to deal with during his or her initial year of service. Groux and Associates believes it important to reach out to prospective candidates, especially those who may not wish to apply to a cold advertisement. 2 Groux and Associates 6. Advertisements and Pro-Active Solicitation of Candidates: Appropriate publications suitable for recruiting Town Managers will be used for placing announcements for this position. The consultant will identify these publications, prepare the ads and arrange for publication. Ad copy should be approved by the Board of Selectmen. (Note: It is important that all initial advertisements direct applicants to send their application/resume to the consultant rather than to the Town. Many presently employed Managers are quite reluctant to send resumes to the Town but feel more comfortable sending their application to a recruiter.) Highly qualified and desired candidates do not always respond to advertisements. This is especially so in the public sector involving high profile positions such as Town Managers. Concern about premature public disclosure of his or her name can often have adverse effects on a candidate's current position. Therefore it is often useful for the consultant to initiate contact with quality candidates who might not otherwise apply due to confidentiality concerns. This approach, when made by the consultant, does not commit the Board of Selectmen to any particular applicant but it can result in a more qualified pool of candidates. The consultant, with his extensive experience as a Town Manager in Massachusetts and other northeastern states, as well as his 12 plus years of recruiting Town Managers will be able to draw on a wide network of contacts during the recruitment phase. Review of Applications 7. Confidentiality of Applicants and Resumes: It is important to maintain confidentiality of each inquiry and application. Applications and resumes should be sent directly to Groux and Associates who will maintain confidentiality. Any resumes sent to the Board of Selectmen or the Selection Committee should be forwarded to the consultant. All resumes will be acknowledged by the consultant. All resumes will be made available by the consultant to the Board of Selectmen as the Board directs. 8. Initial Review of Resumes: The consultant will review all submitted applications and resumes to determine which ones meet the Town's criteria as required by the Charter and as further required by the Board of Selectmen. This initial review is simply to separate out those applicants whose resume indicates they do not meet the Town's qualifications. 3 Groux and Associates 9. Second Review: i After screening out not-qualified applicants the consultant will then prepare a confidential assessment of all remaining applications. This assessment will summarize each applicant's relative experience, education, etc. and will be shared with the Selection Committee on a confidential basis. The consultant will also advise the Selection Committee as to which of these qualified applicants are more qualified than others. The consultant and Selection Committee will then review these applications and resumes in executive sessions. During this stage, the Committee, with assistance from the consultant, will make the choice of which applicants to invite for executive session interviews. The consultant recommends a pool of approximately eight (8) candidates be established. These candidates would be considered semi-finalists at this point but their identity must be treated as confidential. �I 10. Interviews by Selection Committee: The consultant will assist the Selection Committee with all aspects of the interview process. This would include notifying candidates, scheduling interviews, preparing the committee for the interviews (suggesting questions, methods of interviewing, methods for evaluating candidates, etc.). The consultant recommends that the Selection Committee interview candidates only once. A second interview by the Selection Committee should be avoided because a second interview may have to be conducted in open session. Good candidates are likely to withdraw from consideration rather than risk public identification without being assured of becoming a finalist. 11. Referral of Finalist Candidates to Board of Selectmen: Selectmen should advise the consultant (and Selection Committee) of the number of finalists the Board wishes to interview. The consultant recommends this number be approximately four to five. The candidates referred to the Board of Selectmen should not be "ranked" by either the consultant or the Committee. Ranking of candidates before they are interviewed in public for the first time is counter-productive to a fair and open selection process. Ranking prior to interviews by the Board of Selectmen also puts candidates at a disadvantage and tends to bias the Selectmen prior to conducting their own interviews. In lieu of any ranking the consultant recommends that a concise, one paragraph, description of each finalist candidate be prepared and attached to the finalists' resumes. 4 Groux and Associates Selection of Final Candidates and Negotiation of Employment Terms 12. Checking References and Credentials of Finalists: It is important that reference checking not proceed without authorization by the candidate and then only if he or she is to be a final candidate for the position. The consultant will conduct reference checks for the Board of Selectmen. All finalists are to provide a list of professional references to the consultant. Working from those lists Groux and Associates would expand reference checks further (to individuals not specified by the candidate) in order to obtain a more complete and objective assessment of the candidate. 13. Assist the Board of Selectmen with Interviews: As with the Selection Committee the consultant will assist the Board of Selectmen with all phases of the interview process: preparation, scheduling, evaluations, etc. Generally Boards of Selectmen conduct two interviews. The Board may wish to eliminate one or more finalists from the pool after the first interviews. It is common for a Board of Selectmen to narrow the finalist pool following the first set of interviews by the Board. 14. Acquainting Candidates with Community and Staff: The consultant recommends that the Board of Selectmen arrange for visits (apart from interviews) by finalist candidates to give them an opportunity to become acquainted with North Andover and with Town employees, particularly key Town officials. At the same time this allows Town staff and key Town officials a chance to obtain a better understanding of the individual candidates. Many Boards of Selectmen appreciate receiving feed-back from employees about candidates. The consultant can suggest various methods for obtaining such feed back. 15. Selecting Individual from Finalists: Once the Board of Selectmen is prepared to vote on the person they plan to offer the position to they should "condition" that vote on the successful negotiation of a contract. Bear in mind the possibility that a finalist may withdraw or information may result from on-going screening that may cause the Board to re-consider its selection. In the event this happens the Board may find to necessary to consider one of the other finalists. 5 Groux and Associates 16. Negative and Anonymous Calls and Communications: The consultant cautions all Boards of Selectmen to be aware that once candidates' names become public Selectmen may begin receiving negative information from anonymous sources. Often this material comes from internet sites such as Google. These internet sites often carry quite biased material that may appear to be reputable news sources. However, such information may in fact not be accurate. This consultant's experience during the last 10 years indicates that such negative and unflattering information is often unfunded and should not be taken at face value. 17. Negotiation of Contract with new Town Manager: Some Boards of Selectmen prefer to handle this process on their own or through the Office of the Town Counsel. However, Groux and Associates can provide valuable assistance to the Board in negotiating an employment agreement with the selected finalist. Price Proposal - Fees and Expenses and Assurance: (See the separate enclosed envelope for a full description of proposed fees and expenses as well as other estimated costs.) Assurance: Groux and Associates commits to repeat, without fee, the entire recruitment process, should a candidate recommended by Groux and Associates and appointed by the Board of Selectmen,fail to remain as Town Manager for one year. Only expenses would be invoiced if a second recruitment is conducted due to the above circumstances. Thomas J. Groux June 21, 2011 6 Draft June 21, 2011 No. Andover, MA Groux and Associates Town Manager Recruitment Time-line 14 week timeline from to Activity Week wk I 1wk 2 lwk3 --Fwk4 wk 5 jwk 6 �wk 7 �wk 8 wk 9 wk 10 wk 11 wk 12 wk 13 wk 14 Preparation 1 Input: Selectmen, Selection 2 Committee and Dept. Heads - 3 Ads and Profile 4 Outreach -Solicitation Recruitment& Screening 5 Receipt and Ack. Of Resumes 6 Screening of Resumes 7 Review& Discuss Resumes Initial Interviews 8 Interviews by Selection Com 9 Discussion of Interviewees. 10 Select Conditional Finalists I I Consent& Reference Cks 12 Finalist Referred to B of Sel. Board of Selectmen 13 1st Interviews by Bd of Select. 14 2nd Interviews by l3d of Select. 15 Vote TM and Nego't Contract Note: 14 Week Time-line 6/22/2011 Groux and Associates CONFIDENTIAL PRICE PROPOSAL RECRUITMENT OF TOWN MANAGER for NORTH ANDOVER, MASSACHUSETTS June 21, 2011 Fees: Groux and Associates will conduct a full service recruitment for a fixed fee of$8,000 Note: These fees are based on providing the services as listed in the Purchase Description dated June 14, 2011 issued by the Town of North Andover, as well as the services described in our attached Proposal dated June 21, 2011. Four (4) invoices, of equal amount, will be submitted, normally on a monthly basis and generally consistent with completion of the four main Objectives of the Invitation for Quotes. (Note: various tasks under each objective frequently overlap with other tasks.) Expenses: Other Costs: Travel: Consultant's travel to No. Andover will be invoiced at $75.00 per round trip for meetings with the Selection Committee and Board of Selectmen. It is expected that no more than 10 trips will be necessary. Printing and Copy Costs: None expected. However, if the time-line permits and the Town desires a recruiting brochure a cost not to exceed $250.00 will be expensed to the Town. Advertising: The Town should anticipate other costs such as advertisin g estimated at $750. Those expenses would be invoiced directly to the Town at cost. Groux and Associates recommends limited adverting in sources more appropriate for professional municipal positions. (Note: Groux and Associates believes that selected out-reach by the recruiting firm is more efficient and results in a more qualified pool of applicants than a broad based advertising program.) Assurance: Groux and Associates will repeat the recruitment process, if requested by the Board of Selectmen, without charge of fees (only expenses), should a candidate recommended by the consultant and appointed by the Board of Selectmen not remain, for whatever reason, for one year following his or her appointment. Thomas J. Groux June 21, 2011 Groux and Associates RECRUITMENT REFERENCES (Partial List) i Cohasset, MA. Finishing recruitment at present time. Yarmouth,MA. The Town of Yarmouth has a year round population of 24,000 that increases substantially in the warmer weather months. It is located in Mid-Cape Cod between Nantucket Sound on its southern side and Cape Cod Bay to the north. Groux and Associates was engaged in September 2010 to assist the Town in finding a new Town Administrator following the retirement of it first and only Administrator who retired after 32 years in office. At the present time (January 2011) the Board of Selectmen is in the process of interviewing finalists for the position. Search Committee Chairman: Peter Carnes 508 565 1717 Chairman, Selectmen: Erik Tolley 508 362 8883 i Foxborough, Massachusetts. Foxborough is a community of 16,000 population located near 1-95 and US Route 1 and is well known as the home the New England Patriots. The recruitment was a particular challenge because the Town's initial efforts to recruit resulted in few well qualified candidates. Groux and Associates was engaged after the initial recruitment failed. The position was re-advertised and this consultant was asked to conduct an extensive outreach program to attract additional as well as more qualified applicants. The recruitment was completed in mid 2010 and a new Town Manager took Office in the fall of 2010. Search Committee Chairman: Anthony LaChapelle 508 272 2212 cell Hamilton, Massachusetts. Groux and Associates completed recruitment services for the Hamilton Board of Selectmen and its Selection Committee in early 2010. Hamilton is a small community of 8,500 population on the North Shore. This is a new position. Hamilton petitioned for a Special Act to create this position in 2009. A total of 58 resumes were received and the committee interviewed 8 candidates and recommended three to the Board of Selectmen. The new Manager is took office in April. Search Committee Chairman: Laurie Wilson 978 468 2621 cell Selectman Chairman: David Carey 978 468-9932 cell Westford, Massachusetts. This Town Manager recruitment was completed in 2008. Westford had adopted a Home Rule Charter in 1989 establishing a Town Manager Groux and Associates position. It is a suburban community 25 miles west of Boston located along Interstate 495 with a population of 21,300. Robert Jefferies, Chairman of Board of Selectmen and member of Search Committee at same time. 978 692 4471 Southbridge, Massachusetts. This Town Manager recruitment was completed in 2008. Southbridge has a Council/Manager form of government. It has a population of 17,500 located just north of the Connecticut border along Interstate 84 and south of the Massachusetts Turnpike. Reference: Pamela Regis, Councilor-at-Large and former member of Screening Committee. 508 728-4413 Framingham, Massachusetts. Framingham is the largest "town" in Massachusetts with a population of 67,000. A total of 51 applications were received for the position of Town Manager. Framingham has had two managers since adopting its present form of government in 1996. The new Manager took office June, 2006. Chairman of the Board of Selectmen, Dennis Giombetti 508 532 5400 Lexington, Massachusetts. A residential/commercial, suburban community with a population of 30,000. A total of 60 applications were received for the position. There have been 3 managers since 1968. The new manager was appointed in April 2005. Chairman of the Search Committee, Janet Perry 617 320 0239 cell Chairman of the Board of Selectmen,Norman Cohen 781 862 0500 X 208 Harwich, Massachusetts. Harwich is a residential community with a population of 12,000 located on Cape Cod. It is a vacation destination with a high seasonal population increase. The first Town Administrator moved on to another community after 17 years. This search was conducted during 2006 and a new Town Administrator was appointed in September 2006. Chairman of the Board of Selectmen, Robin Wilkens 508 432 6821 Provincetown, Massachusetts. Provincetown, located on the tip of Cape Cod, is a tourist destination and experiences a dramatic increase in population during the summer. This search was undertaken in late 2006 and a new Town Manager was appointed in February 2007. 2 Groux and Associates Chairman of the Board of Selectmen was Cheryl Andrews 508 487 9936 Chairman of the Search Committee was Austin Knight 508 487 6992 Winthrop, Massachusetts. A north shore community, adjacent to East Boston, with a population of 17,000. The Town changed its form of government in 2006 from a Board of Selectmen Town Meeting form to a Council/Manager form. The Council President and Town Council appointed the town's first town manager in April 2006. Chairman of the Search Committee, Jim Letterie 781 983 6879 cell Council President, Tom Reilly 617 846 1852 Duxbury, Massachusetts. A south shore residential community of 15,000 population. 62 applications were received for the position. It has had two managers since 1988. A new manager was appointed in November 2005. I Chairman of the Search Committee, Friend Weiler 781 585 3326 Chairman of the Board of Selectmen, John Tuffy 781 934 0469 Wellfleet, Massachusetts. Groux and Associates conducted two searches for Wellfleet. The first one in 2000 and the second one in 2007. There were 45 applications in 2000 and the Administrator appointed remained for seven years. The most recent search produced 35 resumes and the new Administrator took office on January 7, 2008. Chairman of the Board of Selectmen for the most recent search was Jacqui Beebe 508 349 9670 Chairman for the Board during the 2000 search was Dale Donovan 3 Groux and Associates GA P.O. Box 374 No. Chatham, MA. 02650 Phone 508-945-3160 Fax 508-945-4162 Cell 774-722-1 372 Email: tgroux(ii,)comcast.net www.grouxandassociates.com Groux and Associates, Consultants to Local Government Groux and Associates is a management consulting firm focusing on the needs of local government. Our experience is in the areas of. charter studies and implementation of charters; executive recruitment; interim management services; consolidation and organizational studies. Thomas J. Groux, a former town manager, who served as the first town manager in three Massachusetts towns, founded the firm in 1999. Summary of Services Available: ® Charters and Forms of Government: Working with local government study committees, or Charter Commissions, Groux & Associates advises on forms of government and organization including: drafting Home Rule Charters, Special Acts, and optional forms of organization appropriate to the desires and needs of the community. ® Executive Searches and Recruitment: Recruiting Town Managers and other key town officials is a time consuming task for Boards of Selectmen and other appointing authorities. Groux and Associates performs this task in an efficient manner saving elected Boards and appointing authorities time and ensuring that the recruitment process is thorough and productive and that well qualified candidates are brought to the attention of the community leaders responsible for hiring these professional administrators. ® Interim Management Services: During vacancies in key management positions, such as town managers and administrators, Groux & Associates provides interim management services for limited engagement periods. Normally these engagements are for two to four days per week and last from three to six months depending on the needs of the municipality. ® Consolidation and Organizational Studies: Groux & Associates conducts objective analysis of municipal departments and offices and makes recommendations to town officials for improved operations at reduced costs. These areas are: finance; public works; planning and development; code enforcement; law enforcement; health and human services; and general administration. Resume of Thomas J. Groux GA www.grouxandassociates.com Groux and Associates Phone 508 945 3160 P.O. Box 374 Fax 508 945 4162 No. Chatham, MA. 02650 Email: tgroux @comcast.net SUMMARY Municipal consultant and highly successful public administrator with experience in local and state government and higher education. City and town management experience in Massachusetts, New York, New Jersey and Connecticut. Extensive experience working with Boards of Selectmen and City/Town Councils as consultant and as local official. Groux and Associates, Consultants to Local Government Groux and Associates is a management consulting firm focusing on: charter studies; forms of government; executive searches and interim management assignments. Municipal Experience • Chatham, Massachusetts: Town Manager • Duxbury, Massachusetts: Town Manager • Winchester, Massachusetts: Town Manager • Howell,New Jersey: Township Administrator and Planning Board Member • Yonkers, New York: Assistant City Manager and City Manager • Hastings on Hudson, New York: Village Manager and Village Clerk • Groton, Connecticut: Assistant Town Manager and Acting Finance Director • Interim Management: Bourne, Wellfleet,Natick, West Boylston Other Experience • Dean of Finance and Administration, Middlesex Community College • Adjunct Faculty, Leslie College, Cambridge, MA (Labor Relations and Personnel) • Mass. Joint Labor/Management Committee (JLMC) Police and Fire Contract Issues • Mass. Municipal Depository Trust (MMDT) Founding Member • Squadron Commander, U.S. Air Force (Captain) • American Institute of Planners, Washington, DC Education • Fordham University, New York B.S. Political Science • New York University,New York. Graduate School of Public Administration Other Professional Experience and Organizational Associations ® Local Government Advisory Council (LGAC) former Member Mass. Municipal Association (MMA) former Board Member ® Life Member, International City/County Management Association (ICMA) DRAFT JuRy 10, 2011 CAREER OPPORTUNITY TOWN OF NORTH ANDOVER, MASSACHUSETTS TOWN MANAGER July 11,2011 The Town of North Andover, Massachusetts, population 27,500, located 24 miles northeast of Boston, is seeking a new Town Manager. The Town's annual operating budget is $86 million. The Town Manager is the chief administrative officer as defined by the Town Charter. There have been??Managers in the last ?? years. The Manager is appointed by an elected five-member Board of Selectmen and is responsible for appointments, fiscal management, capital planning, collective bargaining, labor relations, procurement and industrial development. The Manager exercises authority over the appointment and removal of personnel and develops and administers the personnel plan. Visit the Town's Web site www.town of northandover.com for additional information about the Town. History about the town government: The area now known as North Andover was first settled in 1646 and in 1709 the General Court settled a dispute over church sites and established the South Parish and North Parish which eventually began Andover and North Andover in 1855. The Town adopted a Home Rule Charter in 1986 that provides for a five-member elected Board of Selectmen, an Open Town Meeting, and Town Manager form of government. Desired education, experience and requirements: Bachelor's degree is required, while a master's degree in public or business administration is preferred. Applicants should have a minimum of seven years of progressively responsible experience in public administration. Applicants should also possess solid financial and labor relations experience. The ideal candidate must have a high commitment to integrity in local government, possess strong interpersonal skills and be able to communicate clearly and effectively with all constituencies. Compensation and Application: Salary and benefits competitive DOQ/E and subject to negotiation of a contract with the Board of Selectmen. Former Town Manager salary was $XX,XXX. Applications will be accepted until the position is filled. However, applications should be submitted by XXXX XX XXXX to receive full consideration. All inquiries and resumes will be treated as confidential. Send resumes and cover letters to: Groux and Associates c/o Thomas J. Groux, Box 374,No. Chatham, MA 02650 (508- 945-3160 or 774-722-1372); or email to roux gpincast.net. The Town of North Andover is an equal opportunity/affirmative action employer. Groux and Associales Charge: Town Manager Search Committee Overall Charge To assist the Board of Selectmen and consultant in reviewing applications for the Town Manager position and make recommendations of finalist candidates to the Board of Selectmen Specific Charge: 1. Become familiar with the role, responsibility and authority of the position of Town Manager as described in the North Andover Home Rule Charter. 2. With the assistance of the consultant consider, in confidence, applications and resumes submitted for the position; compare the experience and qualifications of candidates against the qualifications listed in the Charter and as further established by the Board of Selectmen. 3. Recommend, without ranking, finalist candidates to the Board of Selectmen that the Committee deems most qualified and suitable for the Town Manager position. 4. Treat all applications in complete confidence and not divulge the identity or resume information on any applicants during and following the screening and selection process. Committee is not authorized to conduct reference or background checks on candidates. 5. Respect that the Board of Selectmen is ultimately responsible for selecting and appointing a Town Manager. 6. Recognize that the consultant has been engaged by the Board of Selectmen and is expected to make direct recommendations to the Board regarding candidates that may, if necessary, differ from the recommendations of the Committee.