The board discussed a general search timeline drafted by the current town administrator. To hit an October hire date (allowing for candidates’ notice periods), the first step is soliciting quotes—estimated under $15,000—from municipal search firms through the procurement office. No vote was required; the board reached consensus to proceed administratively.

The board discussed the timeline for the town administrator search. The chair reported that Allison Jenkins is preparing an RFP for executive search services, which the board hopes to approve at its next meeting. The board noted there are approximately two to three search firms in Massachusetts that handle this type of engagement.

Timeline considerations discussed:

• Ideal start date for a new administrator: end of December 2026
• If a candidate is currently employed, two months’ notice would be expected, requiring a signed offer by approximately October
• The board expressed a preference for overlap between outgoing and incoming administrators
• Town Administrator Thatcher Keezer is preparing a transition document covering all of his responsibilities

Detailed timeline planning was deferred to the July 24 retreat.

The chair moved the committee into executive session pursuant to M.G.L. ch. 30A, §21(a)(3) — collective bargaining strategy — to discuss negotiations with the Marblehead Education Association Unit A. The chair declared that an open meeting could have a detrimental effect on the committee’s bargaining position and stated there was no intent to return to open session. The motion to enter executive session carried 5-0.

The chair explained that the superintendent’s three-year contract set only the first-year salary, requiring the committee to fix compensation for years two and three on or before June 30th. A 3% increase — consistent with raises received by other educators and administrators for FY27 — brings the year-two salary to $221,450.

The superintendent addressed the committee directly, noting that the average salary for superintendents across 17 North Shore communities was approximately $246,000 in 2025-26, projected to rise to roughly $253,000 with a typical 3% increase — leaving his proposed salary about $32,000 below regional average. He stated he was not seeking a different number given current budget constraints but wanted the committee to understand market context for future negotiations and succession planning.

Committee members agreed the action was largely administrative, consistent with the already-approved FY27 budget line. The motion carried 5-0. The chair indicated she would coordinate with legal counsel on the formal contract addendum.

In fall 2025, the MEA petitioned the Commonwealth Department of Labor Relations to represent the district’s occupational therapists, physical therapists, board-certified behavioral analysts, physical therapist assistants, occupational therapist assistants, and certified nurse assistants. The school committee and MEA reached agreement: OTs, PTs, and BCBAs were added to Unit A; PTAs, OTAs, and CNAs were added to the instructional assistant unit. Memoranda of agreement were approved by the school committee and included in the meeting packet.

The second goal on the agenda was ‘elevate educator voices.’ One member reported reaching out to MASC (Massachusetts Association of School Committees) contact Alicia, who provided one example — a Groton-Dunstable district METCO and SEPAC representative — but did not directly answer questions about broader educator representation on school committees.

The other member had researched the topic using AI assistance and identified several models:

The superintendent advisory group concept resonated most strongly. Members discussed the risk that educators might be less candid with the superintendent present, but concluded that fostering the right environment would require deliberate effort over time. Both members agreed the committee should not impose a structure on the superintendent without discussion, and that further conversation with Superintendent John and the full committee — likely at the retreat — would be the appropriate next step.

Members also discussed informal listening sessions (two committee members attending quarterly, below the open-meeting threshold) as a complementary mechanism, noting the committee had held some informal meetings with the superintendent and MEA representatives that could be formalized.

The committee voted 4-0 by roll call to enter executive session for three purposes: (1) collective bargaining strategy with the Marblehead Education Association, occupational therapists, physical therapists, board-certified behavior analysts, OT assistants, PT assistants, and certified nurse assistants; (2) review of executive session minutes from nine prior sessions dating back to December 2023; and (3) discussion of litigation in case MUP-26-12060 between the Marblehead School Committee and the Marblehead Education Association. The chair declared no intent to return to open session.

• Article 15 – Administrative pay schedule: Cost-of-living adjustment for non-union administrative staff, consistent with collective bargaining agreements.
• Article 16 – Traffic supervisor pay schedule: Cost-of-living adjustment for crossing guards.
• Article 17 – Seasonal and temporary pay schedule: Cost-of-living adjustment for summer recreation and parks staff.
• Article 18 – Town Clerk compensation: 3% increase to $97,460.
• Article 19 – Firefighters CBA (Local 2043): Three-year contract FY2027–FY2029; 3% wage increase years 1–2, 3.5% year 3; adds sick leave bank, adjusts detail pay, longevity/educational incentives, and cancer screening benefits. Additional FY2027 appropriation of $143,238 from free cash.
• Article 20 – Salary bylaw ratification: Compensation committee actions May 2025–April 2026 ratified; 6 reclassifications, 4 new/restructured positions, 1 title change, 10 job description updates.

All approved by hand vote.

On a motion by Kate, seconded by Henry, the committee voted 5–0 by roll call to enter executive session pursuant to MGL c.30A §21(a)(3) for two purposes: (1) to discuss collective bargaining strategy with the Marblehead Education Association, occupational therapists, physical therapists, board-certified behavior analysts, OT assistants, PT assistants, and certified nurse assistants; and (2) to discuss strategy regarding potential litigation identified as J. Buckley. The chair declared no intent to return to open session.

Article 31 amends Chapter 43 of town bylaws to update benefits for administrative employees for the first time in over 20 years. Changes include three personal days (no cost) and longevity stipend increases of $750 per level for a limited number of positions. Total estimated cost is approximately $12,000, to be absorbed within existing budget lines or the FinCom reserve if needed. The Select Board had previously voted to indefinitely postpone the article but reversed that vote after receiving the cost analysis. The FinCom voted unanimously to recommend adoption.

Town Administrator Thatcher confirmed the fire department collective bargaining agreement was finalized on a three-year term with a 3%, 3%, and 3.5% COLA, consistent with the pattern of recently settled contracts. The estimated additional cost of approximately $171,000 was already built into the FY27 balanced budget projections.

A new sick bank provision was included; any draw-down costs above the existing budget would be funded through the FinCom reserve. Committee members questioned the overtime calculation methodology; the town administrator explained that public safety contracts are subject to binding arbitration through the Joint Labor Management Commission (JLMC), limiting the town’s leverage. The overtime problem is more effectively addressed through staffing additions funded by an override than through contract language.

The committee voted unanimously to recommend ratification of Article 19.

The Town Administrator recommended reversing a prior stance on Article 31 (administrative benefit amendment) after meeting with the affected administrators. The cost is approximately $12,000 and affects a small number of employees whose benefits had not been reviewed in over 25 years. The board approved it unanimously.

Article 34 was indefinitely postponed unanimously without discussion.

Article 29 (supplemental expenses, appropriation of approximately $4.3 million) was continued to the April 22nd meeting for additional clarification.

The board then voted unanimously to enter executive session under MGL Chapter 30A, Section 21 to discuss collective bargaining strategy with IAFF Local 2043, with no reconvening in open session.

The Facilities Director position was posted the prior week at a salary range of $110,000 to $122,000, consistent with the budget and prior funding levels. The posting went up on School Spring (the district’s primary job board) with a link to LinkedIn/Indeed to attract candidates outside education who might not monitor School Spring.

The job description emphasizes a bachelor’s degree preferred with mechanical/electrical/plumbing (MEP) background, OSHA and asbestos (AHERA) certifications, and roof management experience. The position is superintendent-appointed, not school committee-appointed. A screening committee including community members will be assembled; the administration plans to begin reviewing applicants after April vacation week (around April 27–28). The committee noted MASBO should also be used to post the position to reach business/operations candidates.

Article 19 (fire collective bargaining) held – board has not seen the agreement yet, meeting scheduled for the following Tuesday. Article 31 (administrative benefit amendment) indefinitely postponed. Pay-schedule articles 15-18 approved with uniform 3% increases (town clerk at $97,460). Resident Terry Tollef (online) asked whether the MOU’s contractual-raise constraints apply to individual administrator and department-head contracts as well as union contracts; staff confirmed all are bound by the MOU budget growth assumptions.

Article 31 proposed amendments to administrative (non-union) employee benefits — including vacation accrual, personal days, and longevity — to align with recent union collective bargaining improvements. The CFO stated the costs have not been budgeted and cannot be recommended in the current environment. A department head noted that not all administrators support moving forward given ongoing layoffs. The committee tabled the article to April 27 for possible amendment (e.g., personal days only, with no net budget impact), with the recognition that it may still be indefinitely postponed.

The committee approved Articles 15, 16, and 17 granting a 3% cost-of-living adjustment effective July 1, 2026, to administrative positions, traffic supervisors (crossing guards), and seasonal/temporary personnel. The 3% matches recent union collective bargaining agreements; administrative positions had received only 2% in FY26.

Article 18 set the elected town clerk’s annual compensation at $97,460, consistent with the already-voted budget.

Article 19 (fire collective bargaining) was tabled; negotiations are ongoing.

Article 20 ratified the Compensation Committee’s 38 personnel actions during calendar year 2025, including 10 job description changes with pay grade adjustments, 12 with no grade change, 3 new positions, and 13 hires above entry-level step one. A town-wide compensation and job classification study is underway with the same consulting firm (formerly GovHR) that performed a prior study.

The contributory retirement line item, included within Other General Government, reflects an 8.6% increase totaling $462,735 based on an actuarial report being refreshed this year. Marblehead’s pension fund is approximately 70.5% funded, placing it near the middle of Massachusetts municipalities. The current target for full funding is 2036. Committee members noted that once the pension is fully funded, the annual appropriation will drop significantly, but OPEB (Other Post-Employment Benefits) liabilities—currently estimated in the range of $80 million—may require mandatory funding contributions as the Commonwealth has signaled for municipalities.

The waste/health director announced that the department’s public health nurse, Tracy, will retire at the end of April. The director described her as an exceptional clinician and noted that filling public health nurse positions is highly competitive against hospital and school nursing roles. An updated job description at the grade-7 administrative scale was shared with the board and will be posted for recruitment. No vote was required.

The chair moved to enter executive session pursuant to M.G.L. c. 30A §21(a)(3) and §21(a)(7) for three purposes: (1) reviewing executive session minutes from July 31, September 12, and October 10, 2025 under the Open Meeting Law; (2) discussing collective bargaining strategy with the Marblehead Education Association, occupational therapists, physical therapists, board-certified behavior analysts, OT assistants, PT assistants, and certified nurse assistants; and (3) discussing potential litigation involving J. Bucky. The committee voted 4–0 to enter and declared no intent to return to open session.

Veterans Services Agent Laura Gerrish reported:

• 221 veterans or surviving spouses in Marblehead receive an average of $397,556 per month (~$4.8M/year) in federal VA benefits (pension, service-connected disability).
• Securing federal benefits removes veterans from the Chapter 115 state-aid rolls, saving town funds. Chapter 115 benefits are reimbursed 75% by the state.
• Average VA claim requires 4–8 hours of work; dependent/surviving spouse claims take longer.
• The PACT Act and Camp Lejeune Water Act have increased claims volume.
• The agent is on the governor’s council for sexual assault, human trafficking, and domestic violence as it relates to veterans, and is pursuing a legislative recommendation requiring notification of military commanders when National Guard/Reserve members are arrested for domestic violence.
• Veteran suicide rates cited at 42–44 per day nationally.
• Memorial and Veterans Day line shows a small increase; band costs noted at $7,000+ minimum.

The chair read three executive session purposes under M.G.L. c. 30A:

1. Purpose 7 — review of school committee executive session minutes for dates spanning August through November 2025, pursuant to open meeting law §22(f)(g).
2. Purpose 3 — strategy discussion regarding potential litigation (Jay Baky); no intent to return to open session.
3. Purpose 3 — deliberation on a collective-bargaining grievance concerning the lead-teacher stipend; no intent to return to open session.

Motion made by Henry, seconded by Kate. Roll call: Jen — in favor; Henry — in favor; Melissa — in favor; B — in favor; Al — in favor. Motion passed 5-0.

The chair moved to enter executive session under MGL Chapter 30A, Section 21A, Purpose 3 for two matters:

1. Collective bargaining strategy with the Marblehead Education Association, occupational therapists, physical therapists, board-certified behavior analysts, OT assistants, PT assistants, and certified nurse assistants—because open discussion could have a detrimental effect on the committee’s bargaining position.

2. Potential litigation involving J. Bucky—because open discussion could have a detrimental effect on the committee’s litigating position.

The chair declared no intent to return to open session. The motion was made by Kate, seconded by Melissa, and passed 5 to 0 on a roll-call vote.

The chair called for and the committee approved (5-0) entry into executive session for two purposes:

1. Chapter 30A §21A(3), Purpose 3 — strategy for collective bargaining with the Marblehead Education Association, occupational therapists, physical therapists, board-certified behavior analysts, and related assistants/CNAs, because an open meeting may detrimentally affect the school committee’s bargaining position.
2. Chapter 30A §21A(3), Purpose 3 — strategy regarding potential litigation (J. Bucky matter), because an open meeting may detrimentally affect the school committee’s litigating position.

The chair declared no intent to return to open session.

Henry, acting as vice-chair in the absence of Chair Al, formally reported the committee’s step-three grievance decision as required. The grievance was heard on December 18, 2025. The committee voted to deny the step-three grievance. Chair Kate recused herself from both deliberations and the vote. No further details were stated on the record. The public comment earlier in the meeting from Sarah Fox had alleged the grievance involved a lead-teacher stipend dispute and that the committee’s vote violated the Unit A contract.

The 2025 Annual Compensation Committee report (required under Chapter 43 of the town bylaws) was presented by Town Administrator Patrick. The committee — comprising the town administrator, CFO Alicia Benjamin, and department head Andrew Petty, supported by HR Director Tom Howard — took 38 total actions during the year:

A consultant engaged under the bylaw’s three-year review requirement compared Marblehead salary grades against comparable communities. The analysis found Marblehead positions generally fall within peer ranges but at the lower end, and that the board’s existing policy of targeting the 50th percentile may need upward adjustment given the town’s geographic location and labor market. The administrator indicated he will return to the board with cost estimates for moving to various percentile targets (55th, 60th, 65th) on a phased basis.

Following a brief executive session to address a procedural question, the committee voted 4–0 to hear the Step 3 grievance in open session at the request of the grievant and her attorney.

Background presented by the grievant (Ms. Carnes / referred to as Ms. Karnes in some ASR passages):

• Has taught English at Marblehead Veterans Middle School (MVMS) for 24 years; served as sole lead English teacher since the position was established in 2008 — 16 consecutive years.
• In June 2024, she publicly presented at the ICAN Summit about antisemitism in Marblehead schools; the presentation received significant local media attention.
• Approximately one month later (July 2024), her lead-teacher position was split, with a colleague she had mentored receiving a co-lead role. The split was alleged to contradict the CBA (which specifies five lead-teacher positions at MVMS, one per subject area) and the lead-teacher job posting.
• Former principal Matt Fox reportedly told her the split was for one year only and the position would revert to a single lead in 2025–26; instead, the split continued.
• The stipend was cut by approximately half (estimated $3,000–$4,000/year); she continues to attend all lead-teacher meetings and perform comparable duties. With retirement approximately four years away, the pension impact over her remaining years is her primary financial concern.
• She stated she has no union representation: MEA never contacted her; a union rep appeared at the Level 2 hearing only after being directed by the union president.

History of lead-teacher positions at MVMS presented by the grievant’s attorney:

• Social studies: single lead since 2008, still in place
• Science: single lead 2008–~2014 (retirement), single lead ~2014–2025 (retirement)
• Math: single lead 2008–~2018 (retirement), then two teachers agreed to alternate years by choice (full stipend each year)
• English: single lead 2008–2024, then split in July 2024 — approximately one month after ICAN

Superintendent’s Level 2 response: The superintendent stated that at Level 2, the grievant mentioned being Jewish and Zionist at the end of their conversation, but he found nothing compelling to indicate the stipend split was motivated by antisemitism, and upheld the principal’s decision.

Relief requested: Reinstatement as sole lead English teacher at MVMS; back pay for the two years the stipend was split (estimated ~$6,000–$8,000 total); the attorney noted an MCAD complaint against the MTA was recently amended to include this grievance, and stated both would be withdrawn if the grievance is resolved.

Process: Under the CBA, the committee has 21 calendar days to respond. The committee voted 3–1 to move deliberations into executive session.

The Marblehead Education Association has requested bargaining for a newly recognized unit comprising Board Certified Behavior Analysts (BCBAs), physical therapists (PTs), occupational therapists (OTs), physical therapist assistants (PTAs), occupational therapy assistants (OTAs), and certified nursing assistants (CNAs).

The committee voted 4–0 to appoint Kate and Melissa to the bargaining subcommittee, and 4–0 to constitute the full bargaining team as those two members plus the Town Administrator and Superintendent. Whether negotiations will be conducted in open or executive session was noted as a topic for strategy discussion in executive session.

The committee voted 4-0 to enter executive session for three purposes under Chapter 30A, Section 21A: (1) potential litigation involving former administrator Jay Buckley; (2) a step-three collective bargaining grievance filed by the MEA regarding the lead teacher stipend; and (3) deliberation on the committee’s response to that grievance. The chair declared no intent to return to open session.

The chair read a prepared statement disclosing that in November 2024, the school committee and the Marblehead Education Association (MEA) signed a memorandum of agreement providing for new student arrival times starting in the 2025-26 school year, intended to add a second elementary recess. After implementation, the MEA filed a prohibited practice charge with the Massachusetts Department of Labor.

A settlement agreement was approved by the school committee in executive session on November 20, 2025, by a vote of 5-1, with Town Administrator Thatcher Keys participating. Under the settlement:

• The MEA dismissed its prohibited practice charge and a related grievance.
• Middle and high school start and end times will return to 2024-25 levels.
• Elementary school teachers may self-direct one PLC day per month from December through June.
• A group of administrators and educators will continue meeting to address elementary prep time impacts.

A committee member raised a point of order, noting the vote results had not been formally released by committee vote. Another member moved to release the full executive session minutes; the motion passed 4-0.

Debate followed regarding the impact of reverting the high school end time. One member characterized the 7-minute change as never having been operationalized prior to September 2025, disputing an estimate of $500,000 in additional compensation costs. Another member argued the change was a contract modification made without a public vote to reopen bargaining and constituted a breach of Massachusetts General Law.

The committee voted 4-0 via roll call to enter executive session pursuant to M.G.L. c. 30A, §21A(3) (Purpose 3 — litigation) for two matters:

1. Marblehead School Committee v. Marblehead Teachers Association, MUP-25-1555
2. Boyd Perry v. Marblehead Public Schools et al., Docket No. 1:24-cv-0606, U.S. District Court, District of Massachusetts

The chair declared no intent to return to open session.

The board noted one vacancy on the Finance Committee. An application from Ramon Garcia (currently on the Housing Committee) was received. A deadline of December 30, 2025 was set for letters of interest. The board also accepted the resignation of Charles Ner, the town’s long-serving Massport Community Advisory representative, and voted to send a letter of appreciation.

The chair called for a roll-call vote to enter executive session pursuant to G.L. c. 30A §21(a)(3), purpose 3: to discuss litigation, specifically Marblehead School Committee and Marblehead Teachers Association, case M25-11555, as an open meeting may have a detrimental effect on the school committee’s litigating position. The chair declared no intent to return to open session.

Roll call: Kate — in favor; Henry — in favor; Al — in favor; Melissa — in favor. Motion passes 4-0.

Three committee members presented draft school committee goals, each using the same framework template as the superintendent’s goals.

Henry’s Goal – Data-Driven Decision-Making and Data Storytelling:

• Focused on establishing a cadence for data presentation (both in meetings and to the community), using existing tools to report on decisions, and potentially developing surveys to gather community input.
• Aligned closely with the superintendent’s goals 1 and 4.
• Two-stage timeline: (1) establish what data is shared, with whom, and when; (2) demonstrate that data is driving decisions in public forums.
• Committee noted that ‘data’ here encompasses operational and community-interest data, not just student outcomes.

Melissa’s Goal – Strengthening Financial Transparency:

• Description: Improve how Marblehead community members understand the school budget by providing clear explanations of cost drivers (teacher contract increases, SPED circuit breaker funding, enrollment shifts) and offering opportunities for dialogue.
• Specific targets: Publish at least three clear budget explainers before March 2026; host at least two community Q&A forums ahead of May 2026 Town Meeting.
• Checkpoints: At least one explainer and one forum by January; all deliverables complete ahead of Town Meeting.
• Owners: Budget subcommittee in consultation with FinCom, the assistant superintendent, and the superintendent.
• Committee noted the current state is reactive with limited structured communications, citing events of the prior fall as context.

Kate’s Goal – Strategic Planning and District Oversight:

• Three components:
  1. Agree on a written statement articulating a clear division of responsibilities between the school committee and administration (referencing a MASC ‘charting the course’ framework).
  2. Support completion of the district improvement plan by setting a near-term review deadline, monitoring the timetable, and approving the finalized plan in spring 2026.
  3. Consider strategic planning frameworks for the district moving forward, possibly via an appointed lead or ad hoc subcommittee, working with MASC guidance, with the goal of launching alongside the DIP in summer 2026.
• A fourth goal — Elevating Educator Voices — from the October 15 meeting was included in the motion without further development that evening.

Vote on all four school committee goals: Motion by Kate, seconded by Henry. Passed 4-0.

Note: The committee acknowledged these goals will continue to be refined and that the absent fifth member (Jen) may have additional input.

Superintendent Romano presented four draft goals for the 18-month cycle (November 2025 through May 2027), revised following a committee workshop held the prior Monday.

Goal 1 – Professional Practice: Further development of building administrators as instructional leaders in alignment with district-wide expectations for increased rigor and cohesive PreK–12 practices.

• Measurement: Staff surveys on principal instructional leadership effectiveness; principals conduct at least two learning walks in each other’s buildings between October and June; findings shared at bi-weekly administrative meetings.
• Committee feedback: Suggest including visible reports to the committee on tangible changes resulting from the work, so the committee has visibility beyond principal evaluations.

Goal 2 – District Improvement (Hiring/Retention): Establishment of practices related to hiring, training, and retention of licensed Marblehead public school educators.

• Measurement: HR tracking of hiring, exit interviews, professional development committee data; target is decreased turnover of licensed educators over 18 months.
• Committee feedback: Consider adding a specific quantitative target (e.g., a percent decrease in voluntary departures) based on DESE-reported baseline data; use PLCs in addition to PD committee for gathering informal retention feedback; reframe goal language to specify hiring ‘highly qualified’ educators rather than just ‘educators.’

Goal 3 – District Improvement (DIP Communication): Continuation of development and implementation of the district improvement plan (2026–29).

• Romano noted the DIP timeline was corrected to 2026–2029 (not 2025–2028 as earlier stated).
• Plans to gather input from staff, parents/caregivers, and potentially high school students before presenting a draft to the committee in early spring 2026 for approval, with implementation beginning July 1, 2026.
• Committee member requested earlier school committee involvement—e.g., sharing the draft with the committee at the same time as staff.

Goal 4 – Student Learning: Identifying meaningful ways to assess and advance student academic achievement and social-emotional growth, PreK–12.

• Measurement: Data from Dibels, iReady, MCAS, common assessments, AP/SAT/ACT scores, and special education assessments; reported quarterly.
• Committee feedback: Consider structuring the goal in two phases—first, develop a data plan (what data, when, to whom); second, implement reporting against that plan, to set up the following school year with a clear first-year data picture.

The superintendent indicated he will incorporate feedback and bring revised goals back at the next meeting; a committee member noted absent member Jen should have a chance to review before a vote.

The committee chair read the end-of-cycle summative evaluation of Superintendent John Romano into the public record, following a unanimous approval at a prior meeting. The evaluation follows the MASC/DESE-recommended framework.

Goal ratings: | Goal | Rating | |—|—| | Student learning: student voice in teaching/learning | Met | | Professional practice: district-wide culture and staffing patterns | Some Progress | | District improvement: district improvement plan (DIP) | Met |

Performance standard ratings (all four categories): Proficient

• Instructional Leadership
• Management and Operations
• Family and Community Engagement
• Professional Culture

Overall rating: Proficient

Summary narrative highlights (read into record):

• Romano entered the district during significant turmoil culminating in a teacher strike, demonstrating “professionalism, calmness, integrity, and diplomacy.”
• He was placed in the difficult position of supporting the school committee in contract negotiations while working to establish a productive relationship with union leadership.
• Following the strike, he refocused the district on teaching, learning, and academic rigor.
• He established a superintendent’s anti-discrimination committee to address antisemitism, described as “a model for superintendents across the Commonwealth.”
• His “moving forward together” motto reflects his commitment to rebuilding trust.
• Area for growth: The committee noted John “could advocate more directly for what he believes is in the best interest of the district” so that school committee members can rely on his professional expertise.
• Conclusion: The committee cited the importance of data-driven decision-making and thanked him for committing to a long-term contract.

The superintendent thanked the committee, noted this is the fourth committee iteration since his arrival roughly a year and a half prior, and called the goal-setting conversation the most productive he had experienced in 10 years as a superintendent.

After approving the evaluation, the committee turned to setting the superintendent’s goals for the upcoming year. Discussion touched on several process questions:

Evaluation cycle: A member suggested considering a two-year cycle or an 18-month cycle (e.g., October 2025 through May/June 2027) to better align with the sitting committee and school calendar before elections.

Contract extension: A member raised the possibility of extending Superintendent Rabadu’s three-year contract to four or five years, noting that consistency and experience at the helm benefit the district. The superintendent responded positively to the conversation, noting that longer tenure has historically been considered optimal for district stability. No vote was taken.

Goal-setting process: The superintendent presented draft goals organized in three areas. The committee asked for one or two focus indicators per standard to sharpen accountability, and requested that goals include specific measurable language rather than broad descriptors.

Student learning goal: The superintendent described a goal focused on ensuring ways to assess student achievement and growth from early grades through graduation. Committee members emphasized the need for measurable, specific data (assessments, MCAS, AP scores, benchmarks) reported on a regular schedule — quarterly or trimester — rather than just anecdotal conversation. Members also requested comparative data against similar districts and attention to high school readiness metrics (SAT, ACT, AP) and special education outcomes.

District improvement / instructional leadership goal: The superintendent described a goal around building cohesion across the district’s five schools through ‘learning walks’ — principals visiting each other’s buildings to observe and share instructional strategies. A committee member reframed the goal as being about empowering principals to be the instructional leaders of their buildings, with learning walks as one tactic toward that strategic goal. The most senior principal in the district has been in Marblehead for approximately four years, underscoring the need to develop instructional leadership capacity.

The committee conducted a collaborative working session to produce a formal summative evaluation of Superintendent John Roberto covering roughly July 2024 through fall 2025 — a period described as a ‘hybrid’ between his interim and permanent appointments. Key discussion points included:

Goal ratings (Step 1)

Professional Practice Goal: Members noted a staffing and expense accountability report — described as critical to the FY27 budget process — was not completed. The committee agreed this goal showed only ‘some progress,’ citing the superintendent’s own self-assessment and the extenuating circumstances of the year, including what one member referred to as an ‘illegal teacher strike.’

Student Learning Goal: The committee credited Roberto with taking steps to improve student voice and culture that no previous superintendent had undertaken, including directing building principals to present student-voice initiatives to the committee. The goal was rated ‘met.’

District Improvement Goal: Roberto came on board in July 2024 with a goal to produce a district improvement plan. The original completion target shifted from June 2025 to approximately January 2026 for school committee approval with a July 2026 implementation date. Members agreed — given the goal had evolved — to rate it ‘met,’ while noting the district still lacks a strategic plan with deliverables.

Step 2 / Standards: Members individually rated Roberto ‘proficient’ across all four performance standards, though several noted they lacked sufficient data to evaluate rigorously, as agreed-upon metrics had not been established at the outset.

Summary narrative highlights compiled by the committee:

• Roberto stepped into a difficult situation as interim superintendent in July 2024 and made reasonable progress given the complexity of issues he faced.
• He has done an excellent job building relationships within the district; his ‘moving forward together’ motto reflects his focus on repairing trust.
• His commitment to strengthening district culture and climate is evident in his establishment and leadership of the Superintendent’s Anti-Discrimination Committee and his initial focus on combating anti-semitism in the district’s schools and community.
• Going forward, it is important that Roberto build upon the district’s data-driven decision-making practices to equip administrators, school committee members, and other stakeholders to explain and justify the district’s needs.
• One member noted Roberto ‘could have advocated more vocally for what he believes is in the best interest of the district so that school committee members can rely on his professional expertise in their decision-making.’

Next steps: The draft will be sent to absent member Melissa with a request for any feedback. The final evaluation will be placed on the November 6 regular meeting agenda for a committee vote, after which it will be presented to Superintendent Roberto.

The Select Board chair read a public statement disclosing that the town and Officer Christopher Gallo reached a settlement agreement resolving all financial issues arising from an arbitration award that reinstated Gallo following his termination in February 2024.

Settlement terms: | Component | Amount | |—|—| | Wages (salary, overtime, details) — subject to withholding | $260,000 | | Non-wage COBRA health insurance reimbursement | $35,000 | | Total | $295,000 |

Payment schedule:

• ~$150,000 (including COBRA reimbursement) within 30 days of execution (FY26)
• Remaining ~$145,000 by July 31, 2026 (FY27)
• Remaining arbitrator fees paid separately

The statement noted this represents a full and final resolution of financial matters without admission of wrongdoing by either party, and that both parties retain their respective rights and responsibilities under Massachusetts law.

The committee voted 4-0 to enter executive session pursuant to Massachusetts General Laws chapter 30A, section 21(a), purpose 3 — to discuss litigation. The case cited is Marblehead School Committee and Marblehead Teachers Association, docket MUPL-24-10570. The chair declared no intent to return to open session.

A committee member raised that the committee had previously voted to file an open meeting law self-report with the Attorney General’s office regarding a procedural matter. The chair noted she had not initiated the conversation with town counsel but agreed to file the self-report. The process involves completing the standard AG form, describing what happened and the remedy taken. The committee discussed that the form is not a complaint by another party but rather a self-initiated report acknowledging a procedural issue and the corrective steps taken.

The board voted to adjourn to executive session under MGL Chapter 30A, Section 21, to discuss pending litigation in the matter of Adams v. Marblehead (case no. 24-GL-000655). The chair noted that public discussion could have a detrimental effect on the town’s negotiating position. The board did not plan to reconvene in open session.

The committee voted 5–0 to enter executive session without intent to return to open session. The five matters discussed were: (1) MTA litigation MUPL-24-10570; (2) threatened litigation by former student services chairperson Lauren Skelton Lurd; (3) MTA litigation WMAM-25-1574; (4) MTA litigation WMAM-25-1575; (5) an OMI complaint filed by the MEA against a public officer or staff member.

Assistant Superintendent Julia presented the Appendix K ratification. The Joint Labor-Management Committee, co-chaired by Katie Freegan and Julia, met multiple times and revised all 15 pages of Appendix K covering educator evaluation. Key change: teachers with Professional Teacher Status will now receive one formal observation per year (no less than 10 minutes) rather than one every two years. Non-PTS evaluation process is unchanged. The MEA ratified the agreement on August 25. The school committee voted 5–0 to ratify.

The board voted unanimously to enter executive session pursuant to Massachusetts General Law Chapter 30A, paragraph 21(a)(2), to conduct strategy sessions in preparation for negotiation regarding the health director’s employment contract. The board stated it would not return to open session. Open session adjourned at approximately 9:15 PM.

The chair read three grounds for executive session under M.G.L. Chapter 38 Section 21A, Purpose 3:

1. Collective bargaining strategy — Marblehead Teachers Association Unit A; open session would be detrimental to the school committee’s bargaining position; no intent to return to open session.
2. Litigation — Marblehead School Committee v. Marblehead Teachers Association, docket MUP-25-11555.
3. Litigation — Kelly et al. v. Marblehead Public Schools, docket 2577-CV-00904.

The motion passed 4 to 0 (Jen, Henry, Al, and one other member all in favor). The committee adjourned to executive session without intent to return to open session.

The chair read two reasons for executive session:

1. Pursuant to Chapter 30A Section 21A(3), to discuss collective bargaining strategy with Unit A of the Marblehead Teachers Association, as open discussion may have a detrimental effect on the bargaining position of the public body. The chair declared no intent to return to open session.
2. Pursuant to Chapter 30A Section 21(b)(3), to discuss litigation: Kelly Ferretti et al. v. Marblehead Public Schools, John Roboido, and Al Williams, Essex Superior Court, as open discussion may have a detrimental effect on the committee’s litigating position.

The motion passed 4–0 and the committee relocated to executive session.

Jen raised the topic following correspondence from a member of the superintendent’s anti-discrimination task force expressing frustration with the committee’s pace. Jen questioned whether the task force should be elevated to a school committee advisory committee (subject to open meeting law) rather than remaining a superintendent committee.

The superintendent acknowledged needing to improve structure, deliverables, and reporting. He explained the committee currently has three parents, three administrators, three teachers, and students, and meets monthly. He noted that making it a public committee could inhibit candid conversation for participants sharing lived experiences, particularly students.

The committee reached informal consensus to:

• Keep it as a superintendent committee for now
• Require the superintendent to report to the school committee after the first anti-discrimination committee meeting of the year with a plan for the year
• Embed anti-discrimination goals in the district improvement plan
• Consider a formal quarterly or semi-annual report to the school committee

Jen also raised the possibility of the committee reviewing the state legislature’s task force recommendations to DESE on K-12 anti-semitism approaches and potentially adopting them locally. The committee agreed to place this on the September 4th agenda.

Before adjourning the open session, the chair read the two executive session purposes into the record: (1) strategy discussion regarding collective bargaining with Unit A of the Marblehead Teachers Association, and (2) threatened litigation by a former administrator. Both were cited under Chapter 30A Section 21A, Purpose 3. The chair declared no intent to return to open session. A committee member (Henry) noted he had consulted the state Ethics Commission by phone regarding his participation in the executive session, and had filed a disclosure of appearance of conflict of interest with the town clerk. The committee voted unanimously to enter executive session.

Pursuant to Massachusetts General Law Chapter 30A, Section 21(a)(2), the board voted unanimously to enter executive session to conduct strategy sessions and collective bargaining negotiations for the health director’s employment contract. The board stated it would not reconvene in open session following the executive session.

The town entered a Memorandum of Understanding with IAFF Local 2043 (Marblehead firefighters) to adjust uniform allowances following a change in purchasing and reimbursement processes associated with the town’s transition to the MUNIS financial system.

The MOU implements uniform allowance increases that had been tentatively agreed in broader contract negotiations but deferred from the prior one-year agreement:

• $901 → $1,000 effective July 1, 2025
• $1,000 → $1,300 effective July 1, 2026

The agreement resolves an impact-bargaining obligation that arose because the system change altered individual firefighters’ responsibilities regarding the reimbursement process.

Superintendent introduced Matt Levangi as the new Marblehead Middle School principal, succeeding long-tenured Matt Fox. Assistant Superintendent Julia Ferrer led an extensive search including focus groups, site visits to Littleton Middle School, and community input. Teachers at Littleton spoke highly of Levangi during the site visit. Levangi thanked the committee for the thorough process and said he had already received strong support from staff and the technology department on his first two days.

Committee member Allison Taylor raised a concern during subcommittee updates that a proposal to move grades 4-6 from two recesses to one extended recess (approximately 30 minutes vs. current 20 minutes) may conflict with language in the ratified MEA collective bargaining agreement, which provides for a second morning recess at the elementary level (K-6).

Superintendent Roberto acknowledged the concern, noted attorneys have been involved, and said he would seek further legal review. Taylor suggested a possible MOA in which the union relinquishes its contractual right to a second morning recess for grades 4-6. The recess policy is expected to come back to the committee at the June 18 meeting. The joint labor-management committee (JLMC) met the same day as the school committee meeting.

Following an executive session earlier in the evening, the Select Board voted unanimously to approve a new three-year employment contract for Town Administrator Thatcher Keer. The chair noted the contract reflects a cost-of-living adjustment in the first year as well as merit-based performance reviews and consideration of market conditions. Board members credited Keer with strategic reorganization of town government, successful collective bargaining in a single year with the teachers union, police union, and MMEU, and building a strong professional staff including the HR director, community development/planning department, and finance office. Keer expressed appreciation for the board’s collaborative working relationship and credited the team culture across town departments. The contract will be formally executed and released once signed.

The chair announced the board would enter executive session pursuant to Massachusetts General Law Chapter 30A, Section 21A(2) — to conduct strategy sessions or contract negotiations with non-union personnel — specifically regarding the health director’s employment contract. The board confirmed it would not return to open session; executive session minutes will become public once the matter is concluded.

Article 19 ($140,000 from free cash) funded the police contract: a one-year agreement at 2% for FY25 and year one of a new three-year deal at 3.5% (including 1% for new POST training requirements) for FY26. Passed 387–45. Article 20 ($140,000 from free cash) funded the MMEU (municipal employees union) three-year agreement: 2% for FY25, 3% for FY26, with FY27 terms also set. Passed 402–35. Article 21 ($150,000 from free cash) funded the firefighters’ one-year agreement at 3% for FY26, with contracts not expiring until June. Passed 418–20.

Articles 12–14 provided 2% cost-of-living adjustments for administrative, traffic supervisor, and seasonal/temporary employees, passing 401–27, 409–28, and 413–24 respectively. Article 15 provided a 2% increase for the elected Town Clerk position (381–54). Article 16 ratified compensation committee actions including DPW reorganization grade changes, a new assistant engineer position, the community development/planning director position, an assistant director of waste position, and a superintendent of recreation position (370–78). A resident raised concerns about creating new positions given budget constraints.

The committee voted unanimously to codify in open session a correction discussed in executive session. A June 2022 agreement with the Marblehead Education Association (Unit A) provided for automatic cost-of-living increases on stipend positions. A small number of intramural coaching positions paid hourly rather than by stipend were inadvertently excluded. The vote brings those hourly positions into the COLA framework. The cost impact was described as minimal and funded through user fees rather than the operating budget.

The chair noted that Articles 19–21, covering collective bargaining agreements, remained unsigned as of the meeting. Progress is being made and one or more contracts could be signed before town meeting. The committee acknowledged it may need to make recommendations on those articles on the floor of town meeting.

A citizen warrant article (Article 47) proposes that town meeting vote to eliminate the sustainability coordinator position. Board members unanimously moved to support keeping the position, citing over $1 million in infrastructure-related grants, $92,000 in ADA grants, and contributions to the MBTA 3A zoning process. The town administrator explained the position was the first hire in the newly created Department of Community Development and Planning before the director was in place, leading to the coordinator taking on a broader portfolio than the title implies. The department is now fully staffed with a director, grant coordinator, and town planner, and roles are being aligned under new director Brendan.

The committee voted unanimously to oppose Article 48, which would advise the Select Board to enact a policy requiring department heads to reside in Marblehead. Multiple FinCom members expressed concern that restricting the applicant pool to Marblehead residents would reduce competition for specialized positions and likely increase compensation costs to attract suitable candidates. A FinCom member noted that most department heads report to elected or appointed boards and commissions whose members must be residents, providing substantial resident oversight. The article is advisory only and could not legally force the position.

The town administrator reported that all three units — police, the MEU (local 1776), and fire — are in active negotiations, with the MEU in mediation. The town hopes to settle all three before town meeting. Any cost above the 2% already included in the budget would need to be funded through these articles. The Finance Committee made no recommendation pending settlement.

Articles 12, 13, and 14 each establish a 2% cost-of-living increase effective July 1, 2025 for administrative, traffic supervisor, and seasonal/temporary positions respectively. This estimate is consistent with current contracts, though three collective bargaining units (police, fire, MEU) remain under active negotiation.

Article 15: Sets the elected Town Clerk’s annual salary at $93,048, already included in the Article 22 operating budget.

Article 16 – Ratification of Salary Bylaw: The town administrator described 44 Compensation Committee actions taken in calendar 2024, up from prior years, driven largely by DPW reorganization under Amy McHugh, updated job descriptions, and above-Step-1 hiring to remain competitive. The committee follows a GovHR consulting framework and rejects approximately half of proposals from department heads. A new GovHR study to update all position grades is being contracted.

Superintendent Fox summarized the executive findings of an independent investigation conducted by investigator Allison Kirk into allegations of antisemitism, discrimination, harassment, and unprofessional conduct.

Process: 26 individuals interviewed (three declined); 450 pages of documents reviewed including business records, correspondence, PowerPoint slides, forensic IT records, and newspaper articles.

Standard applied: Preponderance of evidence. The investigator used federal Title VII, MGL Chapter 151B, and considered but did not exclusively rely on the IHRA definition of antisemitism.

Findings:

• Of 39 separate allegations, most could not be corroborated under the preponderance standard.
• Two allegations were corroborated:
  1. A party knowingly or negligently misrepresented facts, violating the staff conduct policy.
  2. The district violated its own grievance policy by conducting a 2023 internal investigation that was not adequate, fair, or neutral.
• Insufficient evidence of discrimination, harassment, retaliation, administrative indifference, favoritism toward Israel, or interference with free expression.
• The report explicitly states findings do not mean Marblehead is free of antisemitism.

Next steps announced by superintendent: An anti-discrimination committee is already established; an HR manager joins in May; a new executive assistant/registrar role combining registration and HR support will be filled in May; climate surveys for staff and students are planned.

The public health director informed the board that the public health nurse has submitted a one-year notice of retirement, effective approximately April of the following year. Board members praised her tenure, particularly her work during the COVID-19 pandemic.

The board also scheduled an executive session at 7:00 p.m. on April 8, 2025, prior to the regular meeting, to discuss director contracts. Pending regulations (tattoo/permanent makeup and tobacco) are awaiting town counsel review; if received in time, a public hearing could be scheduled for the April 8 meeting, as the required two-week public notice period would need to be met.

The committee discussed the timeline for the interim superintendent’s evaluation. The agreed framework:

Member Al Williams noted he would be traveling in June but could attend remotely under the town’s 2019 warrant article allowing remote participation. The committee agreed to publish the schedule publicly.

Liaison Lindsay presented the retirement board’s pre-approved FY26 appropriation of $5,380,625, up approximately 10.2% from FY25. The increase is governed by an actuarial evaluation completed in January 2024 and reflects:

• 7% assumed investment return
• 8.6% cost increase factor
• $14,000 cost-of-living adjustment

The slightly higher percentage versus the 8.6% formula factor was attributed to a shift in the share borne by the general fund (approximately 80% of total) versus enterprise funds and the housing authority. A board member noted the state mandate requires full funding by 2040, though the deadline has shifted over time. Marblehead is currently funded at roughly 70-something percent, which was described as comparatively strong.

“Those of you that were close to getting fully funded were the ones who paid the price” — retired board member describing the impact of the 2008 market decline on well-funded plans.

Chair Shaffner raised the need to schedule a superintendent evaluation planning workshop, noting prior scheduling difficulties. The discussion clarified terminology: the upcoming workshop is not a full summative evaluation (which covers all DESE rubric standards) but a formative assessment — checking progress toward goals and providing feedback — to inform the committee’s decision on moving toward a permanent contract.

Committee members agreed they also want community, staff, and age-appropriate student input as part of the process beyond just the formative instrument. MASC representative Alicia was identified as the facilitator. Superintendent Robero indicated he would participate or not based on committee preference.

Available dates discussed: March 11 (Tuesday) or March 14 (Friday), contingent on Alicia’s availability. The chair committed to follow up within a day.

Board members discussed moving forward with a formal employment contract for the health director, who currently has no expectation of permanent employment under his existing arrangement. The board noted it had engaged town counsel (Alex at Mead, Teleman & Costa) to develop a draft based on comparable contracts for officials in the same job classification.

Under open meeting law, a formal negotiation requires an executive session to be posted in advance on the agenda. The board tentatively targeted the first meeting in April for this discussion. It was also clarified that while boards of health may enter director contracts under Massachusetts law, compensation must fit within standard town pay scales.

The board accepted the resignation of Cheryl Aland from the Disabilities Commission and voted to send her a letter of appreciation. Two letters of interest were received — from Joanne Clifford and Nancy Horgan — for the Disabilities Commission, and one for the Task Force Against Discrimination. The board set an application deadline of March 7 and scheduled interviews for March 12.

Two speakers representing town employees addressed the board during public comment.

Toni Callahan (speaking on behalf of the Marblehead Education Association) expressed support for municipal and public safety unions, stating that challenges from the fall override discussion—understaffing and inadequate resources—extend across all departments, not just schools.

Terry Toro, president of the Marblehead Municipal Employees Union, stated:

• Police and municipal employee contracts expired in July; fire department negotiations are also upcoming.
• Negotiations have continued for approximately 11 months with a state mediator involved who, per Toro, “doesn’t even know what to do at this point.”
• Meetings cannot be scheduled more than three weeks out.
• A second consecutive year without a raise or cost-of-living increase for the lowest-paid town employees.

Toro presented an informal petition signed by employees across all departments—schools and municipal—requesting the Select Board personally oversee the negotiating team, ensure good-faith bargaining, and halt what the petition characterized as tactical delays. A board member acknowledged the board is kept informed of negotiations.

Town counsel (Alex Castro) provided a legal opinion clarifying that Marblehead has no legally cognizant Department of Health — only a Board of Health and its appointed agents. All staff work under the sole authority of the Board of Health, and the health office is an extension of the board, not a separate entity.

Board member Tom (last name unclear) presented a proposal in several parts:

1. Employment contract: Recommended the chair work with town counsel to develop a formal multi-year employment contract for Andrew Petty, noting Petty has served 13 years without a formal contract or performance review. The motion was approved unanimously.
2. Job description review: The board voted to have the chair work with town counsel to review and modernize Petty’s current job description, which members felt was too detailed and checklist-oriented for an executive-level role. Motion approved unanimously.
3. Title: Discussion arose over whether the title ‘Director of Public Health’ accurately reflects Petty’s scope, which includes overseeing the transfer station and sitting at the same organizational level as the Town Administrator. No formal vote was taken on a title change; the chair was asked to seek clarification from town counsel.
4. Office naming: Members discussed whether the office should be called the ‘Health Office’ rather than ‘Department of Health,’ consistent with town counsel’s opinion. No formal vote was taken.

The board noted the town meeting warrant deadline of January 30th and agreed the chair would contact town counsel the following day to ensure any necessary placeholder article is filed in time.

In a preliminary public discussion, Superintendent Du stated his interest in moving from an interim to a permanent superintendent contract. He noted he has been with the district six months, cited the instability of having five superintendents in four years, and said permanency would benefit district continuity and his ability to implement a multi-year district improvement plan. He proposed a target of July 1, 2025 for a permanent contract to take effect.

Committee members indicated broad support but emphasized the need for:

• A formal mid-cycle formative evaluation using measurable goals already established
• Community, staff, and student feedback mechanisms
• A transparent public process

The committee agreed to:

1. Hold a workshop — facilitated by MASC’s Alicia — within approximately four weeks to design the evaluation framework and feedback process
2. Use the goals subcommittee’s existing work as a starting point
3. Conduct the full evaluation and feedback collection over approximately six to eight weeks following the workshop, with a public presentation of results before any contract negotiation

Actual contract negotiation would occur in executive session with a final vote in open session.

The custodians’ union representative (Anthony) and the committee clarified that the document to be ratified was the version prepared by district attorney dated December 4, which included payroll deductions language, sick leave bank provisions, and excluded a previously withdrawn proposal regarding 96-hour notice for personal day requests. The committee voted 6–0 (Thatcher Keer, Al Williams, Brian Ota, Sarah Fox, Allison Taylor, Jen Schaffner in favor). Hard copies were signed at the meeting.

The bargaining subcommittee reported that all contracts except the custodians’ had been ratified at the prior meeting. MOAs are posted in two locations on the district website. Legal counsel is drafting full integrated contract documents; the committee was advised that no additional vote would be needed — only signatures — once drafts are finalized. The custodians’ contracts were deferred to later in the meeting pending Thatcher Keer’s arrival.

School Committee Chair Jen Schaffner announced that the Marblehead School Committee and the Marblehead Education Association reached tentative agreements covering five bargaining units, ending a strike that lasted approximately 15 days. Schools will reopen on Wednesday, November 27, 2024 — an early release day — to allow a soft transition back for students.

Key contract terms:

Strike costs: Town Administrator Thatcher Keer estimated strike costs at a minimum of $20,000 per day, covering police, student meals, and court filing fees (excluding attorney negotiating fees). In lieu of the union absorbing those costs in a return-to-work agreement, the parties agreed not to make the contract retroactive.

Override implications: School Committee Chair Schaffner noted that funding the new contract will require a Proposition 2½ override. The budget process has already begun; a finance meeting was noted for approximately December 11. Officials indicated public forums and a transparent budget process would follow, with a town meeting vote anticipated in May and a ballot referendum in June.

State involvement: Governor Healy publicly called on teachers to return to work on November 26. The Department of Labor Relations, the Secretary of Education, and the Governor’s office were engaged throughout. Officials credited MEA bargaining leader Mike Giardi for helping focus negotiations on Marblehead-specific needs.

The committee addressed questions about targeting four specific teachers in legal proceedings and about safety at negotiation venues.

On the individual teacher filings:

• The committee filed with the Commonwealth Employment Relations Board (CERB/SERB) to order four self-identified strike leaders to cease and desist and return to work.
• When those individuals defied the CERB order, CERB filed with the court and invited the district as a co-party; the committee characterized the filing as initiated by CERB, not the district.
• The committee stated this is not a lawsuit or restraining order but an order to return to work.
• A similar action naming the union president was reportedly taken in Beverly.
• The committee noted a timing issue: the MEA announced the strike vote at 4:30 PM on a holiday weekend, and the MTA would not accept service on behalf of individual teachers, requiring later individual service.

On safety:

• The press conference was held outside a public school location because committee members were surrounded by a crowd — including teachers, neighbors, and students — the previous evening while trying to reach their car, requiring a police escort.
• The committee described the incident as “very unfortunate” and moved the press conference to protect the safety of all parties.

During the press conference Q&A, committee members addressed questions about the path forward and pay withholding.

• Committee members emphasized that schools are open and teachers can return at any time; the committee is not closing schools.
• The committee stated Massachusetts law prohibits a municipality from paying employees engaged in an illegal strike.
• Some employees on weekly pay cycles had already not received payment; those on bi-weekly cycles were expected to experience that during the current week.
• Committee members said they remain available around the clock for any updated proposal or acceptance of their offer.

School Committee Bargaining Subcommittee chair Jen Schaffner and member Sarah Fox described the state of negotiations during a press conference held away from the public schools for safety reasons.

Committee’s best-and-final offer highlights:

• Average teacher salary raised to more than $100,000; top salary $113,300 over 184 working days
• Two-thirds of teachers would be at top salary, exceeding the top wages in the recently settled Gloucester contract
• Four-year cost: $6.4 million (up from $4.8 million in original offer; a 30% increase)
• Projected budget shortfall by end of year four: approximately $3.174 million, requiring a Prop 2½ override adding approximately $334.60 to the average tax bill
• Parental leave: first 15 days paid by school committee; up to 12 additional weeks covered by accrued sick time
• Paraprofessionals, part-time aides, and lunch/bus monitors offered 48–69% salary increases
• Morning recess time restored; joint safety committee created

Union’s latest proposal:

• Estimated cost: $8 million
• Projected budget gap: approximately $4.7 million, requiring a significantly larger override; committee states that if the override failed, school operations would be in jeopardy

Process status:

• Superior Court found the union and its top officials in contempt of an order to return to work
• Court ordered fact-finding after mediation produced no agreement Sunday evening
• A fact-finding session was held the morning of the press conference, but the MEA declined to participate as required, insisting the appointee serve as a mediator instead
• The state-appointed mediator canceled a scheduled 1:00 PM mediation session
• Committee noted it has been in mediation for more than two weeks without resolution

The board voted to approve a formal statement titled “Statement of the Select Board on Teacher Strike and Contract Negotiations.” Key points in the statement:

Marblehead’s fiscal constraints are impacting our entire town, not just our schools. The teachers and staff of Marblehead Public Schools deserve competitive wages and improved working conditions.

The statement noted that five school bargaining units are under negotiation, alongside police and municipal union contracts. It acknowledged that rising costs have outstripped revenues for several years, referenced the FY25 Finance Committee budget report, and said addressing the challenge will require long-term budgeting discipline and an override proposal that is achievable at the ballot box. It urged the MEA and school committee to continue working toward a fair and sustainable resolution.

Following the vote, individual board members made additional remarks. One member called on town leaders to minimize the strike’s impact on students’ milestone events, citing other districts that have allowed extracurricular activities to continue. The town administrator noted that the school administration has offered to release the MEA’s 15 negotiators from classroom duties for full-time bargaining if other staff return to the classroom, but had not yet received a positive response.

The town administrator provided an update on collective bargaining activity:

• Teacher strike / school negotiations: When the MEA voted to strike, the Department of Labor Relations initiated mandatory mediation. The town administrator participated via Zoom during the first Saturday session while out of state for a Massachusetts National Guard hockey event, then returned Monday at 2:30 AM and participated in sessions that ran 10–12 hours. He noted that in mandatory mediation the parties are in separate rooms with a mediator shuttling between them — not face-to-face — as dictated by state process.
• MMEU (Marblehead Municipal Employees Union): Contract expired June 30, 2024. First mediation session was October 31; next session scheduled for November 20.
• Police (Mass Cops): Contract expired June 30, 2024. Last session September 2; next session November 20. Described as productive but not yet resolved.
• Fire union: Contract expires June 30, 2025. Negotiations expected to begin after January.

The administrator also noted that interviews are underway for a new Director of Planning and Community Development, a position funded by redirecting the salary of a recently retired town engineer.

MEA bargaining co-chair Michael Giardi stated that the mediator had told the union they were ordered to the table on Sunday but were told the school committee was unavailable, and that the mediator declined to convene without both parties. He said the union was prepared to bargain Sunday and that the school committee “walked out” at 8:30 PM Monday.

MEA co-president Jonathan Heller contested the school committee’s claim of competitive wages. He said that based on the school committee’s own four-year proposal, Marblehead would rank:

He said paraprofessionals and tutors would earn $21,351 and $28,836 per year respectively at the end of the four-year contract — wages he called non-livable.

On parental leave, Heller compared the school committee’s offer (12 paid days from the district, remainder from accrued sick leave, clock running through vacations) to neighboring districts: Andover (40 employer-paid days of a 12-week total), Malden (30 of 12 weeks), North Andover (20 of 12 weeks), Salem (30 of 14 weeks), and Methuen (40 of 12 weeks). He argued the effective paid leave for most Marblehead parents would be closer to six weeks, not twelve.

Both union leaders said coaches and club advisors want to continue activities and that the school committee — not the union — is withholding those opportunities from students. They called on the committee to allow extracurriculars to proceed immediately.

School Committee Chair Jen Schaffner opened the press conference by stating that the MEA’s strike was illegal and unnecessary. She said the union’s proposed 34% increase would create a $7.5 million shortfall in the existing budget, requiring a property-tax override that Marblehead voters have “overwhelmingly and repeatedly rejected over the past two decades.” She said a failed override would result in layoffs of approximately 75 staff.

The School Committee’s four-year offer would raise average teacher salary to approximately $100,000 and the top-scale salary to $109,000 for 184 working days. The committee also offered 12 days of paid parental leave for any parent (birth or adoptive), followed by use of accrued sick leave.

Town Administrator Thatcher Keyser explained the fiscal constraints: Marblehead has a very small commercial tax base, has over-relied on one-time free cash revenues, and must maintain a 5% reserve to protect its AAA bond rating. He said the town is looking for a wage level that could survive a failed override without decimating the school system, and acknowledged it may take “two contract cycles” to reach the salaries unions seek.

On the mediation timeline, both Schaffner and Keyser said there was no written or scheduled mediation on Sunday; the mediator’s written schedule covered Saturday and Monday only. Both confirmed they were out of town but participated remotely. A mediation session was scheduled for 3:00 PM that day at Marblehead High School.

Regarding extracurricular activities, Schaffner said the decision to cancel them was made by Interim Superintendent John Du, citing safety concerns (most coaches are faculty) and equity concerns (not all teams could be guaranteed coverage). The committee’s stated alternative was to release the 15 union negotiators from classroom duties with substitutes so bargaining could continue around the clock — an offer the union rejected twice.

The discussion touched on collective bargaining as a distinct fiscal pressure:

• The school committee’s current contract offers to the MEA (Marblehead Educators Association) exceed the amounts budgeted in FY25 for contract negotiations.
• The superintendent noted that teacher unions in negotiations are pushing to eliminate fees (e.g., sports participation fees), but those fees currently fund coaches and trainers through revolving accounts — if eliminated without a replacement revenue source, programs would need to be cut.
• The director of Food Services salary was shifted to the school lunch revolving fund in FY24, freeing up general fund dollars.
• The superintendent emphasized that fees are not paying core teachers’ salaries but are sustaining specific program staff that would otherwise require general fund support or cuts.

The school committee bargaining subcommittee (Sarah Fox and Jen Schaffner) provided an updated contract-negotiation presentation:

Background / Timeline

• Negotiations began March 14, 2024. The school committee had requested bargaining in December 2023; the MEA declined, saying it was not ready.
• The MEA presented its wage goals in June 2024 but did not confirm its actual wage proposal until September 10, 2024 for the teachers unit.

MEA Proposals (all five units, 4-year span)

Committee’s Counterproposals

• Unit A: 10.5% over 4 years for steps 1–10; 12% for step 11 (covers more than two-thirds of staff); proposed adding step 12.
• Tutors: Tentative agreement to rename to “instructional assistants” for recruiting clarity.
• Custodians: Reclassification in year one providing up to 16% increase; additional 4.5% over two following years; 20% increase in sick leave; 350%+ increase in night differential.
• Paraprofessionals: New Group F classification for pre-K, kindergarten, and special-ed paras; starting wage proposed to rise from ~$13.85 to $22.00 in year one, reaching $22.89 by end of contract.
• Permanent substitutes: Additional steps, faster advancement, 23% starting-wage increase over 3 years, 17% top-step increase over 3 years.
• Parental leave: Increased from 8 to 12 weeks (50% increase); 12 employer-paid days not drawn from accrued time.
• Safety committee: Proposed equal representation of administrators and all bargaining units.

Fiscal Impact

• Accounting for expected new revenue of approximately $1M/year, the MEA proposals would require roughly a $7.6M override or layoffs of more than 75 employees (~15% of the workforce) to balance the budget.
• The structural deficit independent of this contract is estimated at $4–5M.
• The committee noted the town has failed to pass overrides historically, with the most recent override attempts failing by a 2-to-1 margin and by 400 votes respectively.

Prop 2½ Override Process

• Requires a warrant article, two-thirds vote at town meeting, and a simple majority at the ballot.
• Revenue is guaranteed to the sponsoring entity only in year one; after that it reverts to the general fund subject to annual town meeting appropriation.

Custodians

• The school committee filed for a state mediator; the Department of Labor Relations has taken jurisdiction and requested an update by November 8th.

Next Steps

• Bargaining sessions scheduled for the following two Mondays.
• Wage tables and a glossary of bargaining terms to be posted on the school committee website.

The director announced two personnel changes:

1. New hire: Steve Moody, a registered sanitarian with an environmental science background, starts as health inspector on Wednesday, October 23rd. He will train through the North Shore Coalition training hub.

2. Departure: Heavy equipment operator/CDL driver Luke gave two weeks’ notice. He is leaving for a position closer to home after commuting approximately one hour each way. The position will be posted as a Heavy Equipment Operator/CDL Driver.

The board also discussed overtime practices at the transfer station, which operates six days a week, noting it is fiscally more efficient to pay overtime than to hire additional full-time employees with benefits.

School Committee Chair, Sarah Fox, and Town Administrator Thatcher Keer presented a detailed public update on MEA contract negotiations. Key disclosures:

MEA Wage Proposals (confirmed as of September 10, 2024):

The MEA also proposed increases to the longevity benefit amount and earlier eligibility.

Fiscal context provided:

• Marblehead collects $3,494 per capita in taxes — the lowest among comparison towns (Wayland, Andover, Hingham, Swampscott)
• New growth is approximately $450,000/year, compared to $808,000 in Wayland and $1.8M in Andover
• Levy growth is capped at 2.5% under Proposition 2½
• Salaries represent approximately 80% of the total school budget
• The MEA proposals would require either a 14% tax override or the layoff of approximately 42% of staff

Negotiations status:

• Custodians unit: Declared impasse; district requested state mediator; MEA has objected to mediation; state investigation pending
• Other units (Unit A, tutors, paras, permanent subs): Bargaining ongoing; next session scheduled Monday, September 23 at 7:00 PM
• Bargaining began March 14 after MEA indicated readiness in mid-February
• Original goal was contract before town meeting; then before expiration (August 31); neither achieved

Committee members discussed whether to hold open bargaining sessions, with the subcommittee indicating that legal counsel has strongly advised against it; the question was placed on the agenda for the next full committee meeting.

Veterans Services: Roseanne Trimaelli was unanimously appointed as Veterans Agent, Director of Veteran Services, Veterans Graves Officer, Flag Officer, and Sealer of Weights and Measures, with a term expiring June 2025. Trimaelli previously served as Veterans Service Officer in Winthrop for nine years and in Melrose.

Town Engineer: Maggie Wheeler was unanimously appointed as Town Engineer effective September 16, 2024, at Grade 11, Step 1 on the administrative pay scale commencing July 1, 2024, with a term expiring June 2025. Wheeler has served as Staff Engineer in the DPW since late 2020 and holds a professional engineering stamp. The town engineer function is being moved into the DPW following Charles Quigley’s retirement.

The chair moved to enter executive session pursuant to Massachusetts General Law Chapter 30A, Section 21A, purpose three, to discuss collective bargaining strategy with the Marblehead Education Association (Unit A), permanent substitutes, tutors, paraprofessionals, and custodians. The motion stated that open discussion may have a detrimental effect on the committee’s bargaining position. Roll call: Williams – in favor; Sarah Fox – in favor; Jenner – in favor; Taylor – in favor. Motion passed 5 to 0. The committee entered executive session with no stated intent to return to open session.

The superintendent recommended Jessica Chu for a school nurse position at Leber School. Board member Sarah Fox raised the issue of the candidate’s pending DESE license, noting a prior problem when this was not checked. The candidate confirmed her DESE license application was awaiting one employment verification document. The superintendent confirmed she could work under a licensed nurse’s supervision in the interim. A motion was made to approve the hire with the understanding her continued employment is contingent on obtaining the DESE license. The motion passed 4–1, with Ryan Odo the sole dissenting vote.

Jen King, an attorney with Valerio Dominello and Hillman (the committee’s retained legal counsel), provided a training session covering:

Open Meeting Law:

• A “meeting” occurs whenever a quorum of a public body deliberates on matters within its jurisdiction.
• Deliberations can be oral, written, email, text, or social media.
• Serial communications (“telephone game” chain of one-on-one contacts) also constitute unlawful deliberation if they collectively reach a quorum.
• Exceptions: distributing agendas, scheduling, one-way informational communications.
• Agendas must be posted with the Town Clerk at least 48 hours in advance (excluding weekends and legal holidays); posting on social media alone does not satisfy the requirement.
• Do not reply-all to committee emails; doing so can create open meeting violations.
• Social media posts on topics within the committee’s jurisdiction, if commented on by other members, can constitute deliberation.

Executive Session:

• Must start in open session, make a roll-call vote to enter executive session, state the purpose, and announce whether the committee will reconvene.
• Ten purposes exist; the four most common for school committees are: reputation/discipline (purpose 1), collective bargaining strategy (purpose 2), litigation strategy (purpose 2), and reviewing executive session minutes (purpose 7).
• Executive session deliberations are confidential until the committee votes to release minutes.
• Disclosing executive session information (verbally, by email, or on social media) before formal release is a separate violation of state ethics law.

Conflict of Interest:

• Members may not use their position to gain unwarranted privileges for themselves or immediate family (including spouse’s family).
• Self-dealing prohibition: do not take official action that affects your own or an immediate family member’s financial interest.
• Prohibition on directly negotiating with or influencing the employment of unionized employees.
• Gifts of $50 or more in value (in aggregate) are prohibited; ceremonial gifts and personal friendship gifts below that threshold are excluded.
• File a disclosure with the Town Clerk (not the school) when a conflict exists; State Ethics Commission provides free attorney-of-the-day advice.
• Executive session minutes and personnel/medical records received by committee members are confidential public records.

Discussion included the committee’s own past open meeting law complaint that was ultimately found to not be a violation after an appeals process.

The chair moved the committee into executive session pursuant to Massachusetts General Laws Chapter 38, Section 21A, Purpose 3, to discuss collective bargaining strategy with five units of the Marblehead Education Association: Unit A (teachers), substitutes, tutors, paraprofessionals, and custodians. The committee voted unanimously and did not intend to return to open session.

The chair explained that school committee attorney advised the committee to formally appoint Town Administrator Patrick Keer to the bargaining subcommittee. Bargaining with multiple units of the Marblehead Education Association was set to begin the following day. One committee member noted the importance of open meeting law compliance, cautioning that any conversation between two committee members and Keer about contract matters would constitute a quorum and must be posted. The motion passed 4 to 0.

The committee discussed and approved an increase in hourly wages for cafeteria workers for the 2024–25 school year. The chair noted that the wage increases ranged from approximately $3 to $5 per hour over FY24 rates, depending on position. It was explained that cafeteria workers had previously been members of an AFSCME local but voted to decertify, allowing the district to make wage adjustments without collective bargaining. Food service director John Constantino was credited with advocating for the change. The motion passed 4 to 0.

Town Administrator Thatcher Keer informed the board that an inter-municipal agreement with Salem was not permissible for Veterans Services under state law and that forming a Veterans District was too complex for a short interim period. As a veteran himself, Keer was qualified to hold the interim role and has already been receiving forwarded correspondence from the retiring agent’s email. Interviews for a permanent replacement are scheduled for the following week with a strong candidate pool. The board voted unanimously to appoint Keer as interim Veterans Services agent.

Town HR Director Tom Howard presented five policies for board approval, described as compliance requirements that protect the town as an employer:

• Policy 118: Parental Leave Act
• Policy 108: Anti-Harassment / Anti-Discrimination
• Policy 109: Sexual Harassment
• Policy 112: Employee Conduct and Discipline
• Policy 115: Family Medical Leave Act (FMLA)

The town administrator noted these are the first in a broader series of HR policies being formalized. The policies are under select board purview and can be amended. All five were approved unanimously.

The chair moved to enter executive session pursuant to M.G.L. Chapter 30A, Section 21A, Purpose 3 — to discuss strategy with respect to and in preparation for collective bargaining with the Marblehead Education Association (Unit A), permanent substitutes, tutors, paraprofessionals, and custodians, because an open discussion may have a detrimental effect on the committee’s bargaining position. The committee did not intend to return to open session.

Vote: Brian Oda in favor, Al Williams in favor, Allison Taylor in favor, Sarah Fox in favor, Chaper in favor — 5 to 0.

The committee engaged in extended deliberation over how to procure an independent investigator for complaints that arose at the end of the prior superintendent’s tenure. Legal counsel had suggested three firms; the committee was uncomfortable voting on one without further vetting.

Key positions expressed:

• One member (identified as moving the first motion) argued that a firm called Kirker Pagit was clearly the most qualified based on scope, volume of prior cases, and expertise in workplace investigations including anti-Semitism and religious harassment.
• Other members wanted candidates to present their scope, timeline, and deliverables before a vote, and noted community demand — particularly from the Jewish community — for a thorough, unbiased process.
• One member cautioned against delay, noting that the longer the process took, the more the issue would be amplified.
• The chair noted the incoming superintendent (John Robodo, starting July 1) had attended the prior meeting and should lead this effort; the prior administration had conflicts of interest because its members were subjects of the complaints.
• Members discussed procurement thresholds: the school’s guidelines require a different process above $50,000; the committee estimated the investigation would cost up to $25,000.
• One member raised concern that a July 10 deadline gave the new superintendent only one week, given the July 4th holiday.

Motions and outcomes:

The chair noted that the investigation would ultimately be reported back to the school committee, and expressed interest in forming a task force or subcommittee to address broader concerns about anti-Semitism, curriculum, and community climate raised at last week’s meeting.

The committee voted 4–0 to approve a two-year interim superintendent contract with John Radu effective July 1, 2024. The contract includes a $50,000 termination-without-cause provision, which committee attorney Costello explained is equivalent to approximately three months’ compensation and protects the district from paying out the full remaining contract term if separation occurs. A successor agreement must be negotiated on or before March 15, 2026. The contract also provides Radu with a bank of 15 sick days at the start, with accrual of 1.25 days per month thereafter.

Also approved under consent action: schedule of bills totaling $605,563.66; six sets of meeting minutes dating from February through May 2024; and the hiring of Madison Eski as school nurse at Marblehead High School.

The chair requested a motion to enter executive session pursuant to MGL Chapter 38, Section 21A, to discuss collective bargaining strategy with the Marblehead Education Association (including substitutes and professional team), noting that open discussion may have a detrimental effect on bargaining. The committee voted not to return to open session after executive session. Motion by Jen Chatner, seconded by Brian Oda; passed 5-0.

An administrator (identified as assistant superintendent of finance and operations) offered an opinion that facilities goals should be the responsibility of the person in that administrative role and the facilities director, not a school committee subcommittee goal. She noted a prior comprehensive facilities audit estimated $2–3 million per year is needed to maintain district facilities, and encouraged the incoming successor and facilities director to develop a comprehensive facilities plan. The committee then moved to executive session.

Mary Ju (interim Director of Finance and Operations) presented the new district and school support staff classification plan. Key features:

• Reorganized clerk and secretary groupings into a single “secretaries and administrative assistants” tier
• A position serving the assistant superintendent of student services reclassified to “executive assistant” level (higher confidentiality)
• Every current employee is held harmless — no pay cuts; employees receiving compensation above the new scale are grandfathered
• All employees receive at least the budgeted 2% increase
• Tuition reimbursement language will be revised to remove the requirement that courses relate only to the current job (to support succession planning)
• Weekly pay will be transitioned to biweekly as part of a new payroll system migration

The committee approved both the classification plan (5-0) and the four proposed job descriptions (5-0), with a noted amendment to the degree requirement language for consistency across positions.

Votes: Classification plan — 5 to 0; Job descriptions — 5 to 0.

Following prior executive session deliberation, the board voted to renew Chief Dennis King’s contract effective July 1, 2024 through June 30, 2027, subject to final technical language review by town counsel. One board member recused. King was not present, attending an event recognizing the police department.

The committee received a letter from a group called Marblehead for Change requesting that Town Administrator Thatcher Keyes be formally voted onto the bargaining subcommittee. The chair read from her correspondence with Keyes, explaining:

• She has briefed him before each bargaining session on which units are on the agenda.
• The MEA has used a verbal proposal-presentation format in early sessions; Keyes was invited but replied it did not seem a good use of his time at that stage.
• Keyes has attended all intermittent strategy sessions and subcommittee meetings with legal counsel and administrators.
• All proposals have been shared with him throughout the process.

A committee member noted that bargaining subcommittee membership is not typically subject to a formal vote; subject-matter experts (e.g., the facilities director) attend as needed without being formally elected. Under state law, Keyes holds an equal ratification vote with school committee members regardless of subcommittee designation.

The chair reviewed the timeline of the Sick Leave Bank MOU. A May 10, 2023 meeting with Dr. Bucky, Michelle Cresta, and MEA presidents Jonathan Heller and Sally Shery had produced largely aligned proposals. Dr. Bucky indicated at the June 15, 2023 meeting that resolution was near. Through subsequent administrative transitions, the fully executed document never came before the school committee for ratification.

The chair reported that after the MEA presidents publicly referenced the signed MOU at the previous meeting, she investigated and found a Google Doc shared on May 9, 2023. Using a student-plagiarism-detection tool (administered by a staff member identified as Steven), the keystroke history of the document was reconstructed. The video playback showed that signature lines bearing the date “June 16, 2023” were not added until October 5, 2023.

“There’s no way we had this document to sign on June 16th because the signature lines weren’t even created [until] October 5th, 2023.”

The chair emphasized that the procedural concern about how the document came to appear signed is separate from the content of the Sick Leave Bank itself, which had been operating in practice and for which disbursements had apparently already been made. The committee entered executive session under MGL Ch. 30A §21A (purpose 3 — collective bargaining strategy) to discuss next steps, then returned to open session.

Upon return, the committee voted 4–0 to approve the Sick Leave Bank MOU with a minor formatting edit (placement on district letterhead with updated dates). The chair noted a pending applicant should not have to wait and directed staff to notify the appropriate administrator.

The committee voted 5-0 to enter executive session pursuant to M.G.L. Chapter 30A, Section 21A, for the following purposes: (2) to conduct strategy sessions in preparation for negotiations with non-personnel, or to conduct collective bargaining sessions or contract negotiations; and (3) to discuss strategies with respect to collective bargaining with the Marblehead Education Association, substitutes, tutors, and professional staff, because open discussion may have a detrimental effect on the committee’s bargaining position. The committee did not intend to return to open session.

Interim Director of Finance and Operations Mary Deli presented a proposed support-staff classification plan intended to replace the existing clerks agreement, which currently covers approximately 22 of 35 district and school-level non-instructional support staff. The plan creates a structured classification system with consistent position titles, pay scales, and job descriptions for six categories of positions. Every employee would receive a minimum 2% increase (as budgeted in FY25), with the overall adjustments described as essentially budget-neutral with a slight deficit of just over [amount not clearly stated]. Six job descriptions were included in the packet. The plan was developed in consultation with the town HR manager and draws on Deli’s experience in other districts. Because votes were not on the agenda, the chair indicated two motions — one to adopt the classification plan and one to approve the job descriptions — would be placed on the next agenda. Committee members were asked to email any questions to Deli before the vote.

Two contract items were addressed:

1. Harbor Plan contract amendment: Extended the time for performance to June 30, 2023 solely to close out the project file and capture final payments. Approved unanimously.

2. Public Employee Committee (PEC) health benefits agreement: The existing five-year agreement was set to expire June 30. The town hired a consultant and went out to bid to seek alternative carriers. No bids were received, attributed to the town’s three-year claims experience showing that any incoming carrier would face a net loss on the book. The board approved a two-year extension to the current GIC-based agreement with the following updates:

   • Removal of transitory language from the prior carrier transition
   • Updated language to eliminate a 60-day waiting period for new employees, consistent with a new state law (coverage begins first day of the month of or following hire)
   • All other terms remain unchanged

   One board member recused. Goal is to return to bid in two years with improved claims experience.

Chair Fox noted that Assistant Superintendent Julia Ferrera led the interview process for both positions. Jen Schaffner and Allison Taylor served on the interview panel for Michael Piffer; Brian Oda served on the panel for Lisa Marie Iolo. Attorney Liz Valeria drafted the contracts, which both candidates had signed off on.

Both contracts were approved 5-0. Fox noted she observed both candidates’ professional demeanor during contract negotiations as an indicator of character. Michael Piffer was present in the virtual meeting and was welcomed aboard.

The committee also noted that principal search processes are ongoing for Village school and Glover school, with those contracts expected on a future agenda.

The committee went through each member’s preferences for advancing candidates. Al Williams named John Robodo; Brian Oda named two candidates (later identified as King and Thompson); Allison Taylor named Thompson and Robodo; Jen Schaffner named Barbara Catalo and Robodo; and Chair Sarah Fox indicated she was between two candidates. A tally showed Robodo supported by four members and Catalo by three, placing both in the next phase.

The committee discussed next steps: a visit by committee members to each finalist’s current district, followed by a day-in-district visit by the finalists in Marblehead that would include meetings with the admin team, teachers, students at the high school, and a parent/community session. Reference checks would precede the final decision.

A motion to advance Barbara Catalo and John Robodo to the next phase passed 5-0 (Al Williams, Brian Oda, Allison Taylor, Jen Schaffner, Sarah Fox all in favor).

Assistant superintendent for teaching and learning Julia introduced Michael Piering as the administration’s recommended finalist for the position of assistant superintendent of finance and operations for the 2024-25 school year. Piering’s bio noted 12 years of experience in public school finance and operations in Haverhill and Wakefield, a bachelor’s in business management from Southern New Hampshire University, and a master’s in educational leadership from Westfield State University, along with all required licenses.

In the interview, Piering discussed:

• The importance of starting budget work long before formal budget season by aligning salary projections and chart-of-accounts coding.
• His experience bundling a special education stabilization fund, full-day kindergarten, and a Chromebook initiative into a single override in Norwood, which passed.
• Transparent reporting to finance committees and school committees throughout the year.
• His prior experience navigating a software conversion from Infinite Visions to Munis (Tyler Technologies)—particularly relevant given the district’s planned Munis conversion.
• His approach to the Marblehead override question: communication must start at least a year in advance, costs must be itemized with clear benefits, and the community must understand why the investment matters.

Committee members noted that Michelle Crespo had already cleaned up the district’s chart of accounts to align with DESE format, which should ease the Munis transition.

The motion was made and seconded. The vote was 4-0 in favor (committee member Al Williams was not connected at time of vote).

The committee conducted a public preference exercise to select finalists from the pool of interim superintendent applicants. Each member named up to five candidates in no particular order:

The committee agreed to interview all five. Scheduling was complicated by Passover observances (Monday and Tuesday), town meeting (Monday–Wednesday), and collective bargaining sessions. The committee tentatively planned to conduct three interviews on the regular Thursday meeting night starting at 5:15 PM, with two additional interviews the following Wednesday evening (tentatively 6:45 PM and 8:00 PM) with a hard stop, subject to bargaining schedules. Candidate resumes are posted on the district website via a quick-link button for the interim superintendent search.

Dr. McGinnis introduced Lisa Marie Ippolito, currently assistant superintendent in Newburyport Public Schools, as the finalist for Director of Student Services. Before the vote, a committee member noted that comparable districts (including Swampscott, Dham, Reading, Andover, and Newton) hold this role at the assistant superintendent level, and moved to elevate the title accordingly — particularly given that the assistant director position had been reduced to 0.5 FTE, effectively adding duties to the role.

The committee discussed the broader leadership transition underway (interim superintendent, new finance/operations assistant superintendent, new principals), and Ippolito spoke about her collaborative philosophy, commitment to tier-one instruction and equity for underserved populations, and enthusiasm for joining Marblehead.

The committee voted 5–0 to hire Ippolito as Assistant Superintendent of Student Services, pending successful contract negotiation and formal adoption of an updated job description.

The board voted to support the following articles on the 2024 Annual Town Warrant:

Articles 20 (police collective bargaining) and 21 (MMEUCWA Local 1776 collective bargaining) were voted separately with amounts TBD; one board member recused from those two articles.

Article 20 (police contract) and Article 21 (MMEU employees contract) are placeholder articles for collective bargaining agreements still under negotiation. If agreements are reached before Town Meeting, they would be ratified and funded through these articles. The town administrator noted that negotiations are unpredictable in timing. No recommendation was made on either article.

Articles 12 through 16 were handled together as a group of standard annual pay schedule articles:

• Article 12: Non-union/administrative pay schedule, 2% COLA
• Article 13: Traffic supervisors pay schedule, 2% COLA
• Article 14: Seasonal and temporary personnel, 2% COLA
• Article 15: Town clerk wages set at $90,337 (2% increase; town clerk is the only full-time elected official)
• Article 16: Compensation Committee salary bylaw ratification covering actions taken during the year

The CFO noted the 2% COLA is below the inflation rate but reflects budget constraints. All adjustments are already incorporated into the Article 26 balanced budget. The new HR Director was noted as a resource to support the Compensation Committee, including an overdue salary survey comparing Marblehead to surrounding communities.

The superintendent reported that the posting for a Director of Finance and Operations was not attracting qualified candidates because most qualified applicants currently hold assistant-superintendent titles and are not interested in a downgrade. To address the pipeline problem, the committee voted to simultaneously post for an Assistant Superintendent of Finance and Operations — the position that had been reduced from the prior classification — while keeping the director posting open as well. The committee emphasized only one person would be hired.

Vote: Moved by (inaudible), seconded — approved 5–0.

Asked about strategies to retain executive leadership, committee members identified recurring budget cuts as demoralizing to administrators and noted that public vitriol has made it difficult for staff to function. Members emphasized the need for civil discourse and noted that children observe school committee meetings and community behavior.

One member raised the absence of succession planning as a structural gap, noting prior superintendents had dismissed the concept as a private-sector practice. The member argued interim hiring should be accompanied by a longer-range succession and networking plan to develop internal candidates and maintain external contacts for future openings.

The committee assigned members to the three concurrent leadership search interview panels:

• Director of Finance and Operations: Allison Taylor and Jen Schaffner
• Director of Student Services: Al Williams and Brian Oda
• Glover School Principal: Sarah Fox

The MEA bargaining subcommittee is scheduled for March 14 for its first meeting with the MEA to begin contract bargaining talks. The FY25 budget public hearing is confirmed for Thursday, March 21 at 7:00 PM at the PAC at Veterans Middle School.

The committee reviewed and approved the interim superintendent search advertisement, making the following changes from the draft:

• Changed the pre-K–12 Massachusetts experience requirement from a mandatory qualification to a bolded preferred qualification: “Preferred candidate will have experience leading a public school district.” (“in Massachusetts” language also softened)
• Applications due: April 12
• Committee deliberation on candidates: April 24
• Candidate interviews (public, hybrid): tentatively May 1 and May 2 (May 2 is a regular school committee meeting)

Passover (April 22–30) scheduling conflicts were navigated; the April 29–30 dates were avoided due to religious observance. Glen of MASC is coordinating the posting. The advertisement references a DEI and standard DESE job description.

Superintendent McGinnis confirmed that both the independent investigator (CIC) report and the Massachusetts DCF report had been received and that staff and families were notified the prior evening. Key points she shared:

• A plan will be distributed to staff the following week that includes retraining all employees on school committee restraint policy and applicable regulations, along with a legally redacted version of the CIC report.
• She plans to present changes and training updates at the next school committee meeting.

Committee members responded at length. One member (Allison Taylor) expressed concern that the situation would deter educators from ever wanting to serve as safety advocates. Jen Schaffner (remote) noted the CIC report indicated administrative-level failures, not just classroom-level, and emphasized the committee’s responsibility over policy and budget rather than personnel. A third member noted that under the Education Reform Act the committee does not have personnel purview and urged trust in the superintendent’s process.

Key findings cited from the CIC report by committee members:

• A safety care instructor was unaware of whether restraint policies existed.
• Lack of debriefs after restraint incidents was identified as a root cause; the report recommended mandatory debriefs involving all parties in a multidisciplinary chain.
• The student involved was not on an IEP, and no one had individual responsibility for him.

The committee discussed the need to codify mandatory post-restraint debriefs into policy.

MEA co-presidents asked whether the committee would advocate for a fully funded needs-based budget or simply accept the reduced-services scenario. Committee responses:

• Multiple members said yes, they would advocate for full funding, though they noted the budget process is not yet complete.
• Members cited approximately 60 positions lost over two years (roughly 30 last year and potentially 30 more this year) out of a total educator workforce of approximately 425.
• Brian noted that two prior overrides did not pass and expressed caution about seeking another one without sufficient community support.
• Jen raised questions about Article 19 on the town warrant, which she understood relates to approximately $7.1 million in free cash to reduce the tax levy; another member clarified this is a standard annual mechanism to appropriate certified free cash.
• Members noted the school committee has the legal authority to bring its own budget request to the floor of town meeting independent of the select board.

Chair Sarah summarized a recommendation from Glen Kucher, president of the Massachusetts Association of School Committees (MASC), that given the number of vacancies and timing in the hiring season, an interim superintendent search is preferable to a permanent one at this time. The committee unanimously agreed with that direction.

The more contested question was whether to conduct the search:

• As a full committee (open): All resumes and letters of interest would be public; no screening committee step; favored by Sarah on transparency grounds
• With a screening committee (confidential first round): A committee of administrators, teachers, and community members would privately review applications and present a minimum of two finalists; favored by Brian and Al

Kucher reportedly told Sarah that given the current applicant pool dynamics he expected few applications (perhaps four to seven), and that doing it as a full committee would not meaningfully shrink the pool. However, committee members expressed concern that public exposure of non-finalist candidates’ names could deter applicants and generate unwanted press coverage.

No vote was taken. The question was added to Thursday’s agenda as the first item, before the public forum.

Discussion turned to how to present salary lines in the FY25 budget book while labor negotiations are pending. Key points:

• The MEA covers all school unions; the first negotiation session is scheduled for March.
• The town’s Chief Financial Officer (Alicia) has advised the district to limit disclosure of the specific cost-of-living adjustment percentage budgeted for staffing lines, citing labor relations concerns.
• The school CFO noted that Marblehead’s COLA increase over the prior three years was approximately 1.3% — at the bottom compared to comparable districts shown in a bar chart.
• Finance Committee members said they were comfortable with the same line-by-line presentation format used in FY24 (showing positions, not the specific assumed COLA rate), and the group agreed to proceed on that basis pending clarification from the town CFO.
• The CFO noted that statewide MTA negotiations are proceeding slowly, making it unlikely contracts will be settled before the budget is finalized.

The committee voted 5–0 to approve the contract for interim student services director Patricia Bell (with a noted start date of February 26 for the formal contract; she began per diem that day) and 5–0 to approve the contract for school business and operations consultant Mary Delie.

A school committee vacancy candidate answered questions about handling contentious negotiations, drawing on private-sector experience with a French works council and current state government employment where roughly 90% of staff are union members. The candidate emphasized finding overlapping interests between parties and maintaining transparency about fiscal constraints during bargaining.

Superintendent McGinnis recommended converting the departing Assistant Superintendent for Finance and Operations role to a Director of Finance and Operations. Michelle Cresta explained that her prior promotion to Assistant Superintendent was tailored to her licensure and career trajectory, but a second assistant superintendent was never a long-term district plan. The director role will retain oversight of school lunch, facilities, and transportation; HR and IT will report directly to the superintendent. The committee approved the position and a salary range of $120,000–$150,000 by a 4-0 vote. Interviews are tentatively scheduled for February 13 from 3–7 PM, with Jen Schaffner volunteering as the school committee representative on the interview panel.

The committee voted 3–0 to enter executive session under MGL Chapter 30A Section 21A, Purpose 3 (collective bargaining strategy for MEA units: Unit A, permanent substitutes, tutors, paraprofessionals, and custodians) and Purpose 7 (review and potential release of executive session minutes from December 7, 2023 and December 21, 2023), with no intent to return to open session.

Following the resignation of Megan Taylor effective the prior week, the committee voted 3–0 to authorize the chair to write to the Select Board initiating the vacancy-filling process under MGL Chapter 41, Section 11. The chair described the process: letters of interest will be solicited by a deadline set jointly with the Select Board; a joint interview session with both boards will be held; and appointment will be by majority vote of the combined body using round-robin deliberation. The chair noted that scheduling nine individuals during budget season may take several weeks, as occurred with the prior vacancy.

The Town Administrator described the creation of the new Human Resources Department, authorized by the previous year’s town meeting. Two existing finance department employees managing payroll and benefits transitioned into the new department, and Thomas Howard was selected through an open posting and interview process as director. His term expires June 2024. The board voted unanimously to appoint him.

The chair explained that legal counsel had been retained on an emergency basis at the prior meeting with 24 hours’ notice, and the item was re-noticed for this meeting in the interest of transparency. Massachusetts General Law exempts legal counsel from standard procurement requirements.

One member objected, noting the committee had not done sufficient due diligence comparing firms and that the new firm’s hourly rate is approximately $25 higher than the prior firm (Stoneman). The chair responded that the rate remains well under market, in the $200-per-hour range.

The motion to affirm retention of Valerio, Dominello and Hillman passed 4 to 1.

The committee voted by roll call (Brian NoDa – approved, Alison Taylor – approved, Jen Schaffner – in favor, Sarah Fox – in favor; 4–0) to enter executive session pursuant to Massachusetts General Laws Chapter 30A Section 21(a) Purpose 1 to discuss complaints raised by the MEA in their December 14, 2023 letter against student services staff. The committee did not intend to return to open session.

Two significant procedural actions were taken:

Audit authorization: The committee voted 4–0 to authorize the chair to work with Assistant Superintendent Cresta (procurement agent) to procure an independent audit of district policies, policy implementation, support services, and school safety. This is separate from the third-party administrative review contracted by the superintendent.

Legal counsel transition: The committee received notice that current legal counsel Chandler Miller is separating, with a 60-day wind-down period. The chair moved to engage Valerio, Mellon and Hillman LLC, noting the firm’s existing familiarity with the district and MEA negotiations. The motion carried 4–0. The chair noted that legal services procurement is exempt from standard procurement requirements under Massachusetts General Law.

MEA correspondence: The committee formally acknowledged two MEA letters — a December 6, 2023 letter to the superintendent (CC’d to the committee) and a December 14, 2023 formal no-confidence vote letter — as agenda items leading into executive session.

Chair Fox moved the committee into executive session pursuant to Massachusetts General Law Chapter 30A Section 12A, citing the need to conduct strategy sessions with respect to collective bargaining and litigation threatened in a Marblehead Education Association letter dated December 6, 2023. The chair declared that an open meeting would have a detrimental effect on the committee’s bargaining position. The motion was approved 5-0 on a roll call vote, and the committee did not intend to return to open session.

The business officer indicated that collective bargaining has not yet formally begun. Attorneys for both sides have not yet exchanged initial proposals. The unions are reported to be waiting on health insurance premium cost information from the town before finalizing their asks, as premium share is an employee benefit that factors into total compensation. The business officer noted that once a bargaining cutoff point is reached, neither side can introduce additional proposals, so the district wants to ensure discussions begin before the town’s health insurance determination is made. A target of mid-March for a budget vote was mentioned, contingent on bargaining progress.

Town Administrator reported that he has received briefs from attorneys for both sides following the two-day disciplinary hearing involving Officer Gallo. He extended his self-imposed determination deadline from the prior Friday to December 1, 2023, citing scheduling constraints and the volume of material to review. Once complete, he will ask the board to schedule a special meeting to take up the matter.

The board chair noted the case has experienced delays due to town administrator turnover, legal counsel transition, attorney extension requests, and transcription difficulties. Board members emphasized the importance of getting the determination right and ensuring the process is defensible.

Reference Check Summaries

Committee members reported on references contacted for the two finalists:

Dr. Theresa McGinnis (Watertown)

• Consistent themes: data-driven, consensus builder, passionate, student-centered, strong mentor and leader
• References noted she was a “warm demander” — not a micromanager, but effective at drawing out the best in staff
• Highly organized, excellent communicator; created professional development tied to data action plans
• A visit to her district in Watertown reinforced these themes; references said she is “ready to become a superintendent”
• She has expressed interest in applying for the permanent superintendent position

Dr. Janelle Pearson Campbell

• Consistent themes: good listener, problem solver, quickly builds relationships with all stakeholders, puts people at ease with humor
• Came into a district experiencing significant disruption (two principals departed, large budget deficit); hired replacement principals before the start of the school year
• Did not receive the permanent superintendency in that district after applying
• References were generally positive about her interim tenure; community described her as visible and communicative

Motion to Retain Acting Interim

Member Megan Taylor raised the possibility of retaining the current acting interim (Michelle, also the district’s finance director) in the superintendent role, citing disruption concerns and Michelle’s existing community relationships. This prompted significant discussion:

• Other members noted Michelle had consistently expressed she did not want the superintendent role as a career aspiration
• Michelle addressed the committee directly, confirming she would stay if asked but that her preference and strength is the business/finance/operations side, and that she feels stretched managing both roles simultaneously
• Members also noted that backfilling the finance director role would itself create instability
• Megan Taylor withdrew the motion

Final Vote

A motion was made to offer the interim superintendent position to Dr. Theresa McGinnis, subject to successful contract negotiations with the chair:

Motion carried 4 to 1.

A subsequent motion for a unified committee expression of support for Dr. McGinnis through June 30, 2024 passed 5 to 0.

Committee members discussed two related topics:

METCO program: A committee member encouraged all members to attend the METCO leadership retreat at the end of October and to engage more proactively with METCO events. Past practice of holding a school committee meeting at METCO headquarters in Boston was raised as a model to revive, combining a meeting with a family forum. Administration was asked to improve communication of meeting zoom links to Boston families and to explore whether principals could resume visits to Boston parent meetings.

Student transportation safety: Following a recent collision in which a student cyclist was struck near West Shore Road, the committee received correspondence from a Massachusetts Safe Routes to School state coordinator recommending the district adopt a DESE-approved pedestrian and bike safety curriculum. Members noted the district is not fully able to expand busing due to bus driver pay scales set by collective bargaining that are significantly lower than neighboring districts (example cited: NRT offering $27/hour versus Marblehead’s lower ceiling). Reopening negotiations to raise the bus driver pay scale was identified as a necessary future step. The committee agreed to add busing/transportation as a future agenda item.

Two contracts for Michelle Cresta were approved unanimously.

Addendum (through December 31, 2023): Cresta serves as acting superintendent at her base salary of $157,239 plus a $20,000 supplement paid in two $10,000 lump sums (first on next payroll after ratification, second in January 2024). She also receives five additional vacation days forfeited if unused by June 30, 2024. Effective January 1, 2024, her annual salary increases to $167,239 (prorated through June 30, 2024).

New assistant superintendent contract (July 1, 2024 – June 30, 2027): Standard three-year contract. Annual raises of 2% or no less than the Unit A collective bargaining increase, whichever is greater. Cresta retains one remote workday per week as previously arranged.

The committee discussed the interim superintendent search following interviews held Monday. Some members had not completed all assigned reference checks due to the compressed two-day window. After discussion of scheduling constraints, the committee agreed to hold a special deliberation meeting Wednesday at 4:30 PM. Members noted they remain able to contact references or candidates directly in the interim.

The town administrator explained that the Municipal Employees Union collective bargaining agreement (Article 35) establishes a Health and Safety Committee. Rather than appointing named individuals, the board delegated appointment authority to the town administrator so that subject-matter experts can be selected as specific issues arise. The committee was recently convened to address heat conditions in the temporary library building. The board voted unanimously.

NESDEC Executive Director David DeRue and consultant Carolyn Burke joined the meeting remotely to describe the interim superintendent search process. Key points included:

• Posting period: Typically four to six weeks; could be compressed to three to four weeks given the urgency.
• No fee: Because Marblehead is a member in good standing, NESDEC would conduct the interim search at no cost.
• Screening committee: Recommended composition of two school committee members, one administrator, one teacher, and one parent. The screening committee would conduct initial interviews in executive session (to protect candidates who are currently employed elsewhere), then forward finalists to the full school committee.
• Acting superintendent: Michelle Cresta (business manager and assistant superintendent of operations) is serving as acting superintendent; the committee expressed hope to have an interim in place by November 1 or December 1.
• Permanent search timing: The committee discussed a February decision point — if the interim is a retired superintendent with no interest in a permanent role, a full search could launch sooner; if the interim is a potential permanent candidate, the committee could observe performance before deciding. DeRue noted that a February launch could yield a known permanent candidate by March or April, though that person would likely not start until July 1.
• Vote 1: Motion by Jen Schaffner, seconded by Brian Oda — to retain NESDEC for the interim search. Carried 4-0 (Schaffner, Oda, Allison Taylor, Sarah Fox in favor).
• Vote 2: Motion to authorize the chair to work with Carolyn Burke to approve the announcement letter. Carried 4-0.

DeRue indicated NESDEC would circulate a draft scope of work and an updated announcement letter promptly. The committee noted that interested candidates approaching members directly should be referred to NESDEC.

Separation Agreement Ratification: The committee voted 3 to 1 (one abstention) to ratify the separation agreement between Marblehead Public Schools and Dr. John Bucky, dated August 2, 2023. Discussion prior to the vote included:

• One member stated the committee had not effectively managed the superintendent, that concerns should have been raised during his evaluation (which passed unanimously with ‘proficient’), and that the district now faced significant financial and institutional risk.
• The chair stated that all decisions were made in the best interest of students, that legal counsel had been involved throughout, and that personnel matters are privileged for legally defined reasons.
• Another member called for improved committee governance, operating protocols, and transparency going forward.

Open Meeting Law Complaints:

Swindlehurst complaint: The committee voted 3–1 (one abstention) to direct counsel to draft a response finding no open meeting law violation, on the basis that the executive sessions were held under Purpose 2 (contract negotiations), that no vote was taken to enact early termination — only to authorize counsel to begin discussions — and that the agreement was ratified today in open session.

Staller complaint: No action was taken. Counsel indicated the filed complaint did not clearly identify an alleged violation, only requesting a public apology. The committee noted the complainant may resubmit or appeal to the Secretary of State.

The board approved a memorandum of agreement with the International Association of Firefighters, AFL-CIO, CLC Local 2043, settling a grievance over whether military leave should count as missed work days for purposes of the sick-pay bonus program. The grievance went through three steps — chief level, town administrator, and the Select Board — with the board having authorized the town administrator to negotiate a settlement during a prior executive session. The MOA settles the matter for two affected firefighters without setting precedent; both sides agreed to hold their positions for future discussion. Member Murray recused himself due to a family member on the firefighters union.

Committee chair Sarah Fox described the revised superintendent evaluation process: rather than having members submit individual written evaluations that one person compiles, the committee worked as a whole, reviewing each other’s ratings and reasoning before reaching consensus. She credited the process as highly collaborative and noted the resulting summative review had been publicly posted and widely reported.

A committee member (identified as Tom) provided context on the DESE/MASC evaluation framework, explaining that a “proficient” rating under state DESE standards is the expected standard of strong performance—not a middling grade—and that “exemplary” requires substantial documented justification. He acknowledged the FY23 goals could have been better framed using the SMART framework and encouraged the incoming committee to conduct a mid-year formative assessment.

The committee voted 5-0 to approve the superintendent’s 2022–23 annual review as presented. Tom used his final meeting remarks to commend the superintendent’s leadership growth, praise chair Sarah Fox for her development, and urge all members to keep governance separate from politics.

Superintendent Dr. Bucky addressed what he described as an unnecessary political controversy over his contract. He stated unequivocally that he had never requested his contract be placed on the agenda, that his contract structure allows the committee to choose annually whether to update compensation, and that he had previously said he would defer to the committee on such matters.

He then stated: “I believe a salary freeze for the superintendent is appropriate and I will not accept a pay increase in the coming fiscal year.” He said the override vote on June 20 is a far more pressing matter and that speculation about his contract should have no bearing on that critical town-wide vote.

The School Committee convened what appears to be a working session to collaboratively build the superintendent’s annual summative evaluation. Members had each independently prepared written assessments prior to the meeting and shared them aloud.

Process The chair (identified as Allison) opened a shared document and members read their individual comments goal by goal. A member experienced in prior superintendent evaluations suggested using the document as a working draft, looking for themes and consensus rather than individual differences.

Student Learning Goal (Goal 1) Individual scores ranged from ‘some progress’ to ‘met.’ The group landed on ‘significant progress’ with dissent from one member who rated lower due to measurability concerns. Narrative themes included:

• Stabilization of the METCO program and strong working relationship with the new METCO director (identified as Ms. Johnson)
• Use of iReady as a longitudinal data tool in its second year
• Stakeholder engagement via thought exchange, advisory lunches, and student forums
• Growth area: need for quantifiable examples of how instructional rounds and iReady data translate to improved student outcomes; need for more outreach to students on IEPs

Professional Practice Goal (Goal 2: Leadership & Community Relations) All members rated this ‘met’ after reviewing the seven key actions. The superintendent had completed all benchmarks, including participation in the new superintendent induction program (NSIP), North Shore Superintendent Roundtable (where he was elected chair), book studies, and summer/mid-year leadership retreats. Growth areas noted:

• Engaging with critics and dissenting voices
• Proactive rather than reactive leadership and communication
• Reducing reliance on a communications consultant now that budget has been cut

Instructional Leadership (Standard 1) The committee settled on ‘proficient’ overall. Sub-ratings: curriculum proficient; instruction needs improvement (consistency of implementation across schools); assessment and evaluation proficient (with abstentions from members who felt they lacked visibility into evaluation timelines).

Management & Operations (Standard 2) Overall ‘proficient.’ Highlighted achievements include the FY24 budget process (described as setting a transparency standard for all town departments), a new wellness policy, the Narcan policy, and the library materials policy. Growth area: strict adherence to public records laws after a Secretary of State citation.

Family & Community Engagement (Standard 3) Overall ‘proficient,’ with some members rating individual indicators as exemplary. The superintendent was credited for coffee talks, superintendent advisory lunches, attendance at community events, and the budget’s transparent presentation. Growth area: two-way communication, particularly with critical voices; limited use of the “thought exchange” platform relative to its cost; ensuring community feedback visibly informs decisions.

Professional Culture (Standard 4) Overall ‘proficient.’ Noted positive: staff morale evidenced by low grievances, collective bargaining support for the sick leave bank, and retention despite districts paying more. Shared vision rated ‘needs improvement’ based on the decision to reduce K–3 recess from two to one period in opposition to a unanimous recommendation from the committee-appointed exploration group.

Next Steps The chair will compile all narrative comments into a clean Word document for spell-check and send to all members by Tuesday. A 9 a.m. Zoom call is set for Tuesday morning for final review. A formal vote of support for the summative document was taken unanimously, pending those editorial corrections.

The superintendent introduced Julie Berman, recommended for the 0.8 FTE school nurse position at Marblehead High School, which had been vacant all year. Berman holds a bachelor’s degree in nursing, is a registered nurse, has been substituting in district buildings, and has also worked at Landmark School as a nurse. She is working with district staff on completing DESE certification.

Committee members spoke warmly of Berman as a community member known for her pediatric nursing expertise. The motion to hire was approved 5-0.

On advice of legal counsel, the superintendent disclosed only that two Massachusetts Commission Against Discrimination (MCAD) complaints are pending, declining to discuss employee status or demographic details in open session and offering executive session for further discussion.

Separately, the superintendent announced Dan Richards — formerly a high school principal at Belmont and Georgetown — has been hired as the new MHS assistant principal. Interviews for the Village School assistant principal position were scheduled for the following Tuesday, with more than 30 applicants in the pool. A new HR manager, Kelly Ferretti, was also announced as starting Monday, replacing the former HR director structure with a manager-level position.

Town Administrator Thatcher reported that the Building Commissioner had not completed the three required certification exams within a six-month extension that expired April 30. As a result, the commissioner was relieved of all inspection-side responsibilities and his hours were reduced from 40 to 20 hours per week to focus solely on facilities management for ongoing building projects. Bob Igs was previously designated as acting/interim Building Commissioner with the necessary legal authority. The position will be advertised as vacant with the goal of filling it close to July 1; the former commissioner is eligible to reapply if certified.

Article 33 – Retirement Board COLA Base Increase: Retirement Board Chair Bob Peck presented a request to increase the base upon which cost-of-living adjustments are calculated from $12,000 to $14,000, effective July 1, 2023. Marblehead is one of only nine of approximately 102 systems in Massachusetts still at the $12,000 base — the lowest tier. The median comparable community uses $14,000; 11 systems are at $18,000.

Key financial considerations:

• No impact on the current FY24 budget
• The next actuarial study will be conducted in 2024; the new funding schedule may extend the payoff timeline slightly (currently on pace to be fully funded by 2036–2037 vs. the 2040 statutory deadline)
• The system is approximately 71% funded
• Incremental annual cost per retiree: $60 (3% on additional $2,000 base); approximately $17,000 total in year one
• The Finance Director (ex-officio Retirement Board member) confirmed the town’s AAA bond rating would not be at risk

Voted unanimously to recommend adoption.

Article 34 – Administrative Benefit Amendments: Eliminates the $500 sick-time attendance bonus for non-union employees (viewed as an incentive to work while ill) and redirects the equivalent cost (~$18,000 net) into an enhanced longevity schedule aligned more closely with union longevity benefits. Net cost already reflected in the Article 30 budget. Voted unanimously.

Article 18 – Water/Sewer Liability: Standard authorization; no pending claims. Voted unanimously.

Articles 19–21 – Pay Schedule Reclassifications (2% COLA): Covers approximately 33 non-union administrative employees (Article 19), traffic supervisors/crossing guards (Article 20), and seasonal/temporary personnel (Article 21). All increases already reflected in the Article 30 budget. Each voted unanimously.

Article 22 – Town Clerk Compensation: Revised to $88,342 (2% increase). Voted unanimously.

Article 23 – Ratification of Salary Bylaw: Ratifies reclassifications made by the compensation committee during the prior fiscal year. Town Administrator noted approximately a dozen position changes over the last calendar year; most Financial impacts already reflected in department budgets. Voted unanimously.

Article 24 – New Human Resources Department: No financial implications as an article; the cost of the HR Director position is already funded in Article 30, offset by a reduction in the health benefits line. The Finance Committee made no recommendation (no financial implications). Town Administrator outlined four scenarios depending on whether the department creation and HR Director funding each pass or fail independently.

Michelle Carlson – MHS Principal The committee approved Carlson’s contract 5-0. A search committee member noted strong faculty and staff support for the internal promotion. Carlson is currently an assistant principal at MHS and will succeed Dan Bauer, who is retiring.

Julia Ferreira – Assistant Superintendent The committee voted 5-0 to appoint Ferreira. She described nearly 20 years in public education as a middle and high school English teacher, department chair, team leader, and assistant principal in Massachusetts and California school districts.

Town Administrator Thatcher presented the select board department budgets and highlighted two new positions included in both level-service and reduced-service scenarios:

Human Resources Director (~$110,000 salary): Funded by reducing the group insurance line by $150,000. The position would consolidate HR functions, manage benefits negotiations including the upcoming Public Employee Committee (PEC) health plan re-negotiation—described as a “$12–15 million line item”—and oversee two expiring union contracts. Two existing payroll/benefits staff in the finance department would transfer to the new HR department if a related town meeting warrant article passes.

Sustainability Coordinator (~$85,000 salary): Funded by reducing the energy reserve line by $105,000. The role would implement the Green Marblehead net-zero plan, pursue state and federal green-energy grants, and actively manage energy costs across departments.

The Town Administrator characterized the net budget impact of both positions as zero against current funding levels. The police chief noted body cameras remain grant-funded and that administrative burden around video management has slowed implementation. Fire department cuts eliminate funding for three vacant positions, saving approximately $216,000 in salaries, with overtime used to maintain minimum shift staffing of 10 firefighters.

Chair Fox indicated she had asked Dr. Bucky about attending his weekly meeting with union representatives, noting the upcoming collective bargaining process and the impact of budget decisions on staff morale. Several members, particularly Tom, argued this would overstep the school committee’s governance role under the Education Reform Act and could undermine Dr. Bucky’s authority as CEO of the district. Member Megan suggested Dr. Bucky could relay feedback to the committee rather than committee members attending directly. The chair said she had reached out to MASC (Massachusetts Association of School Committees) for guidance and was awaiting a response. No formal vote was taken on the matter.

Following the resignation of former Vice Chair Emily Barron, the committee voted 4–1 to appoint Tom Mathers as Vice Chair. Mathers also volunteered (with committee agreement) to serve as the school committee’s representative on the Marblehead High School principal search committee, largely because he is the only member without children currently enrolled in the high school.

Superintendent Bucky outlined the principal search timeline:

• Search committee first meeting: February 28
• Application deadline: the following week
• Semifinalist interviews: week of March 13 (approximately 5–6 candidates)
• Finalist selection: March 20
• Community forums and finalist visits: last week of March
• Final announcement: April 10

The search committee includes 4 parent reps (Carrie Francis Born, Melissa Kaflewitch, Cindy Shaffer, John White), 4 student reps (Audrey Bathurst, Jeremy Sorkin, David Albert, Lucy Sabin), a CPAC rep (Jennifer Jackson), and a METCO rep (Nakia Bell). Megan Taylor was noted as the preferred school committee rep for the assistant superintendent search.

Keyser reported that the town is currently in year three of three-year collective bargaining agreements with police, fire, and municipal employees, each providing 2% contractual increases plus step increases. All three agreements expire June 30 of the current fiscal year, and negotiations will begin during FY2023. He also identified workforce recruitment and retention as a challenge given upward wage pressure in both public and private sectors.

Retirement Board representative Bob Peck presented a request to increase the cost-of-living adjustment for active retirees from the standard 3% maximum to 5% under Chapter 269 of the Acts of 2022, a one-time allowance enacted in November. The increase applies only to the first $12,000 of the average $29,000 pension, adding $240 per year per retiree. With 314 eligible retirees, the total additional cost is approximately $75,360, retroactive to July 1 of the current fiscal year.

Peck noted the Retirement Board voted unanimously to grant the additional 2%, given inflation running at roughly 7–9%. The select board approved the motion unanimously.

The board opened the meeting by immediately voting to enter executive session under General Law Section 38 for the purpose of contract negotiations with the Finance Director candidate, noting that public discussion could have a detrimental effect on the town’s negotiating position.

Upon returning to open session, Town Administrator presented Alicia Benjamin and moved for her formal appointment, subject to execution of the unanimously approved employment contract. The board voted unanimously to appoint her as Finance Director.

The chair reported that the town clerk (referred to as Kyle) was still awaiting a response from one member before finalizing a date for the school committee vacancy appointment meeting. Dates in January were under consideration. The chair said January 23 appeared workable for most parties, though she had a personal scheduling conflict (first day of a new class) she would try to resolve. She stated that if she were ‘the only barrier’ she would make January 23 work. No formal date was set.

The committee conducted a public interview with Lauren Kinder, a candidate for the Glover School nurse position. Kinder noted roughly 10 years of nursing experience, including five years at Lynn Public Schools and her current role at Malden Public Schools, serving a K-8 school of approximately 1,000 students.

Committee members asked about her approach to social-emotional student support, employment history (clarifying a resume discrepancy showing a former employer as ‘present’), and what she would bring to Marblehead. Kinder said school nursing was her ‘dream job’ and emphasized compassion and teamwork.

The superintendent noted a mid-year transition would need to be brokered with Kinder’s current employer and proposed tabling the formal vote to the first January meeting. The committee thanked Kinder and indicated the formal vote would follow.

The Board of Health director noted his 11-year anniversary with the town and requested board approval of his step increase, effective January 1. The board voted to approve the step increase and authorized a letter of congratulations to be placed in his personnel file.

The chair reported receiving 11 applications for the open School Committee seat; one applicant was not a registered voter. The committee then discussed a request from the Selectmen’s office to move the joint interview date away from the originally posted Wednesday date due to scheduling conflicts:

• The Selectmen cannot do Wednesday (the 7th) or Thursday (the 8th)
• Monday (the 12th) was proposed but at least one committee member has a standing Monday conflict
• One committee member (Megan) cannot do Tuesdays
• The 14th has a band concert; the 15th is the regular school committee meeting
• Committee members expressed concern about changing the date after applicants had organized themselves around the original deadline of 4 PM the prior day

There was also discussion of procedural issues: an applicant’s resume could not be downloaded in the submitted format; the town and school committee press releases had a different email address (missing a letter) due to a typo; and one application arrived at exactly 4 PM, raising questions about whether it met the deadline.

The chair agreed to call the Selectmen’s office the next morning and communicate the committee’s preference for the 15th. The committee was asked to think of questions they want to ask applicants, noting the joint interview process (where both boards go around the table stating their preferred candidate, then majority wins).

Sarah Gold moved to nominate Megan Taylor as Vice Chair, citing her prior experience in the role. The chair explained that the vice chair role serves primarily to chair meetings when the chair is absent, and that in the absence of a vice chair the secretary would run the meeting.

The roll call vote:

The motion passed 2-2 with Taylor casting a yes vote as the nominee.

The board unanimously voted, on advice of town counsel, to appoint Town Administrator Thatcher Keiser as hearing officer in connection with pending disciplinary matters involving Officer Christopher Gallo, with findings to be reported back to the select board.

The committee established the following schedule for the annual superintendent evaluation:

• May 19: Superintendent presents self-evaluation
• By June 2: Committee members submit individual evaluations
• June 16: Consolidated evaluation presented and voted

A motion was made to have two committee members develop a 360-degree staff survey to supplement the evaluation. The motion received no second. Members cited concerns about the appropriateness of the school committee directly surveying staff (as opposed to the superintendent managing his direct reports), lack of time for proper survey design, and data from a survey of 79 superintendents showing that 77 of their districts do not conduct 360-degree evaluations. The superintendent offered to survey his direct reports as he did the prior year.

The superintendent reported that the district’s stipend committee has reached a final position on club, activity, and team leader stipends. Athletic coaching stipend categories and step structures remain under negotiation, with resolution expected by year-end for implementation the following year. The Brown School principal search completed final interviews; an announcement is expected at the next school committee meeting, with the position expected to start July 1.

Superintendent Dr. Bucky introduced Mary Talbot, who appeared remotely from outside Columbia University where she was helping her daughter move into Barnard. Talbot described pediatric nursing experience at North Shore Evanston Hospital, a seven-month stint as a pandemic nurse in Raleigh, and prior service as a school nurse at Whitman Elementary (CCSD 21 in Illinois) and as the MASCO special education nurse for its summer program.

Committee members welcomed her and noted she had multiple competing offers from other districts. The committee voted 4–0 to appoint her as Glover Elementary School nurse.

Member Sarah Fox raised Mass General Law Chapter 71, Section 80, which requires a 30-minute duty-free lunch period between 10 a.m. and 1 p.m. for any teacher whose duties began before noon — but only in municipalities that formally accept the section by school committee vote. Fox stated Marblehead has never taken that vote and asked the policy subcommittee to review adopting it, potentially in conjunction with contract language review.

The committee discussed and voted on the FY22 summative evaluation of Superintendent Dr. Bucky. Committee members Emily Barron and Lisa compiled the document using the MASC (Massachusetts Association of School Committees) process, tabulating each member’s individual ratings by majority vote per standard.

Process described:

• Each member submitted individual ratings and written comments.
• Emily and Lisa identified themes across comments, blended them into comprehensive paragraphs, and used majority ratings for each standard.
• Individual reviews are not shared among members prior to the summative (open meeting law constraint); two members were designated to compile.

Key points of contention (member identified contextually as Sarah Fox):

• She felt her individual voice was not reflected in the summative.
• She objected to ‘exemplary’ ratings being assigned by majority rather than unanimously, arguing exemplary should only appear when all five members agreed.
• She had requested a staff survey to evaluate the professional leadership goal; that request was denied. She wanted the denial noted in the document.
• She had not seen other members’ individual reviews and therefore felt she could not confirm the summative was an accurate synthesis.
• She voted no on approving the summative.

Chair’s (Emily) response:

• The process followed MASC guidelines and the same process used last year, which all members agreed to follow.
• The majority rule for ratings was the agreed-upon method.
• The staff survey request is a separate committee discussion that does not belong in the superintendent’s evaluation.
• Emily offered Sarah the opportunity to suggest edits before the meeting; Sarah declined, wanting the discussion in open session.
• The document noted that ‘one person on the committee felt a lot of progress was necessary,’ reflecting the minority view.

David Harris’s summary comments (read aloud): praised Dr. Bucky’s pandemic leadership, budget clarity achieved in collaboration with Finance Director Cresta, and his communications with the community. Characterized overall performance as ‘proficient and highlighted by many exemplary achievements.’

Vote on summative evaluation: 4 in favor (Sarah Gold, David Harris, Megan Taylor, Emily Barron), 1 opposed (Sarah Fox).

Superintendent salary increase: A motion was made to approve a 2.5% raise for Dr. Bucky’s FY23 contract. A motion to amend and postpone the vote until after the town ballot (to know the full budget scope) received no second and failed. The 2.5% increase was then approved 4–1 (Sarah Fox voted no).

Finance Director Michelle Augusta presented updated FY23 stipend adjustments for coaches, club advisors, and team leaders. Key details:

• Total cost allocated: $65,000; final amount came in just below that.
• The MEA approved the adjustments unanimously on June 14.
• Changes are shown in red in the committee’s slide presentation to highlight what changed.
• Inconsistencies were corrected — e.g., the AP testing coordinator role had grown significantly but stipend had not kept pace.
• All positions receive at least a cost-of-living increase; going forward, the negotiated COLA will automatically apply to stipends annually.
• Steps for coaches are based on years of coaching experience.

A committee member noted this is an important step toward competitive compensation, citing Lynn’s recent salary increases as an example of attracting talent during a teacher shortage.

Vote: 5–0 in favor.

The chair reported that individual board member evaluations of the superintendent are due Monday, extended from the original deadline. Members are using an editable PDF form structured around the superintendent’s SMART goals and self-assessment. Dr. Bucky highlighted areas in yellow corresponding to his two district improvement goals and two professional practice goals for the year. Lisa (administrative staff) will compile the individual evaluations into a summative document by the next meeting. Members were advised to send both an editable and a saved (locked PDF) version to Lisa to prevent formatting issues.

The superintendent reported three district updates:

1. Stipend Committee: Finalized after starting work in November. The resolution updates stipended positions for the music department, coaches, and clubs/activities with a ‘healthy increase’ that falls within the allocated budget. MEA will take the package to membership on June 14 ahead of the school committee’s June 16 meeting. The increase does not exceed the budget placeholder.

2. Leadership Retreat: Scheduled August 2–4 at Endicott College. Topics will include team development (with two new principals, a new MTSS director, and a new food service director), data-informed decision making, MTSS work, PD calendar mapping, and HR/student services topics. The bus transportation auditor Colleen Kavanaugh will be invited to present at the retreat.

3. Transportation Audit: The long-awaited MAPT bus audit has arrived. Administration (Superintendent, Michelle, and Todd) will review findings—including commendations, findings, and comparable district data—before presenting to the school committee at the August retreat.

The board also approved the FY23 Clerk’s salary and benefits (5–0) and bills totaling $312,205.89 (5–0). Unit A teachers are receiving a 1% raise on the first day of the year and a 1% raise at mid-year.

The board voted to approve the employment contract for Patrick Heaser as the new Town Administrator. No terms of the contract were discussed in the transcript.

The town administrator reported that after DPW Director Rob Diver left to work for the Town of Danvers, Water and Sewer Superintendent Amy approached him about assuming both roles. The administrator strongly supported the idea, noting Amy’s extensive construction and engineering background, including a degree from Dartmouth’s School of Engineering and experience with O’Connor Constructors and Turner Construction.

The board discussed how Amy would report to both the Select Board (for DPW matters) and the elected Water and Sewer Commission, with the MOU establishing that the arrangement is personal to Amy and terminable by either party with 90 days’ notice. Board members expressed enthusiasm about the coordination benefits, especially given the pending Prop 2½ override question on the June 21 ballot relating to road reconstruction projects.

Amy stated she planned to add a second assistant department head, funded within the existing department-head budget line, to ensure adequate operational coverage. The Water and Sewer Commission had voted unanimously in support.

The board voted to:

• Authorize the chair to sign the MOU with the Marblehead Water and Sewer Commission
• Appoint Amy as DPW Director effective May 26, 2022 with a $30,000 stipend increasing annually by the cost-of-living percentage on the administrative pay scale commencing July 1, 2023

The chair moved the committee to enter executive session pursuant to Massachusetts General Laws Chapter 38, Section 21A, Purpose 3 — to discuss collective bargaining strategy with the Marblehead Education Association (MEA) Unit A members regarding sick days, as an open meeting could have a detrimental effect on the school committee’s bargaining position. The committee stated it would not return to public session and would adjourn from within executive session. Motion passed 5–0. The committee then relocated to another room in the library.

The chair provided a public update on a payroll grievance filed by the Marblehead Education Association (MEA) that had been discussed in executive session months earlier. A required meeting with the town administrator occurred the prior week. The town administrator did not find the MEA’s request unreasonable, and discussions about verifying figures for current versus departed staff are ongoing. The district is continuing to work on addressing the MEA’s concerns.

The board voted to enter executive session pursuant to MGL Chapter 38 for the purpose of contract negotiations. The board indicated it would not return to open session after the executive session.

The screening committee — comprising Town Planner Becky Cunningham, former Town Administrator Tony Sasso, Select Board member Aaron Noonan, Interim Town Administrator John McGinn, and the chair — unanimously recommended Patrick Keeser to the full board after the other two finalists withdrew before the public interview stage.

During his interview, Keeser described a career spanning finance committee work in Salisbury, legislative advocacy at the Massachusetts Municipal Association, director of purchasing in Beverly, eight years as mayor of a Massachusetts city, and service as chief operating officer of Framingham after it transitioned to a city form of government. He also noted 30-plus years in the Air National Guard.

Key themes from the interview:

• Budgeting/structural deficit: Keeser recounted leading Salisbury’s finance committee through a structural deficit, cutting approximately $2 million from the base budget before presenting an override with individual, itemized restoration items and requiring unified advocacy across constituencies.
• Data-driven management: He described developing an “AIMSAT” program — a standardized data-collection and reporting process — which received a government innovation award.
• Town Administrator vs. elected board roles: Keeser emphasized understanding the distinction between professional administrator and elected policy-makers, drawing on his own experience as both a mayor and a COO reporting to a mayor.
• Labor relations: He cited an example of resolving a personnel issue informally through a direct call to a union president, avoiding formal grievance procedures.
• First 90 days: He stated he would instruct all departments to continue operations unchanged while he observed, read collective bargaining agreements, reviewed strategic and master plan documents, and built relationships.

Board members noted that 19 candidates applied through the Collins Center search process; five were selected for screening interviews; and the field narrowed to three finalists, two of whom withdrew before the public interview. The board discussed but rejected restarting the search, citing the likelihood of losing Keeser and the competitiveness of the current municipal management hiring market.

The vote to appoint Keeser pending successful contract negotiations was unanimous.

Article 23 revised the town clerk’s annual compensation to reflect a 2% increase, resulting in a figure of approximately $84,418 (subject to confirmation by town finance). Article 24 ratified compensation committee actions on three positions: reclassification of the assistant DPW director from grade 9 to grade 10, reclassification of the cemetery superintendent from grade 9 to grade 10, and creation of a new recreation program associate position at grade 2 on the administrative pay scale.

• Article 17 (Fire): Negotiations still ongoing; committee deferred recommendation to town meeting.
• Article 18 (Police): Three-year agreement approved by board of selectmen; retroactive pay for the prior year to be funded in this article; FY23 pay already reflected in Article 30 budget.
• Article 19 (IUECWA Local 1776 – municipal workers): Three-year agreement also approved; retroactive pay to be funded here; committee deferred final numbers to town meeting.
• Article 20 (Non-union administrative employees): 2% cost-of-living increase effective July 1, 2022; already reflected in departmental budgets in Article 30.
• Article 21 (Traffic supervisors/crossing guards): 2% COLA effective July 1, 2022.
• Article 22 (Seasonal/temporary workers): 2% COLA; covers summer recreation, harbormaster seasonal staff, and others.

The chair outlined three open director/principal searches requiring school committee representation: Brown Elementary School principal, METCO director, and food service director. She noted the assistant principal search at MHS would not include a school committee member, consistent with recent precedent.

Sarah Gold expressed interest in the Brown School search. The chair raised, in general terms, the difficulty of serving in a school committee capacity at a school where one’s children are enrolled, because it is hard to separate the school committee and parent roles. This comment provoked a sharp reaction from Gold, who stated she felt discriminated against as a parent of multiple children and found the insinuation offensive. Other members expressed support for Gold.

After a heated exchange, the chair apologized for how the point was communicated and made the following appointments:

• Sarah Gold: school committee representative on Brown principal search and food service director search
• Emily Baron or the chair: METCO director search (TBD)

The committee also discussed adding a non-voting METCO parent representative to the school committee on an ongoing basis, an idea previously raised by Megan Taylor. The chair indicated she would add a discussion of the METCO director situation—including why the position has seen five directors in four and a half years—to a future agenda, with input from Millie at METCO.

Dr. Bucky noted that the MEA has filed grievances/agreements that must be heard by the school committee in executive session. She reached out to legal counsel (Colby) and worked with the MEA that day. An executive session is planned for Tuesday or Wednesday of the following week, likely conducted via Zoom. No vote was taken at this meeting.

The superintendent explained that paid sabbatical leaves have not been common in the district and recommended against approving any for the coming year. Key reasons cited:

• Losing veteran (7+ year) staff in a difficult labor market
• Difficulty attracting one-year replacement candidates
• Desire to revisit sabbatical leave provisions in the next MEA collective bargaining round

A committee member (Sarah) noted that an unpaid leave of absence provision exists in the Unit A contract as an alternative, and clarified that the superintendent was declining only paid sabbaticals. The superintendent confirmed that staff seeking leave could apply for an unpaid full-school-year leave with no budgetary impact. No vote was taken.

The superintendent recommended that the school committee convert Paula Donnelly’s title from interim to permanent Director of Student Services, citing her exemplary performance in stabilizing the department and strong support from CPAC. Committee members praised her professionalism, her ability to engage with parents and staff, and her collaborative approach.

After brief discussion clarifying that the motion should be framed as an appointment pending successful contract negotiations between Dr. Donnelly and Dr. Bucky, the committee voted:

Result: 5–0, unanimous

At the close of the public meeting, the chair moved to enter executive session to discuss strategy in preparation for negotiations with non-union personnel, specifically the Director of Student Services. The motion was made by Sarah, seconded by Megan, and approved unanimously on a roll-call vote. The committee stated it would not return to open session and would adjourn from executive session.

The chair reported that four firms responded to the legal counsel solicitation — the current firm plus three others. The committee agreed to schedule 40-minute interviews (20 minutes presentation, 20 minutes Q&A) with all four firms across two evenings: September 14 and 15, starting at 7:00 p.m., with no other business on those agendas. Deliberation will follow the final interview on September 15. The chair will confirm with legal counsel whether deliberation must occur in open session.

Joseph Griffin introduced himself to the committee, noting his personal connection to the Marblehead community and his positive impression of how the district handled the prior school year. Dr. Bucky confirmed Griffin is certified as a school nurse and will serve as a long-term substitute across the district, beginning at the new Evoluth/Brown School, while also coordinating the district’s expanded COVID testing program. The committee voted 5-0 to approve his appointment.

Superintendent Dr. Bucky introduced Amanda Mavros for the Veteran School nurse position. Mavros holds two bachelor’s degrees—one from MCPHS and one from MGH Institute of Health Professions—and has worked at Brigham and Women’s Hospital in pediatric, adult radiation, and hematology/oncology units, as well as Spaulding Rehabilitation. She noted her decade-long ties to the Marblehead community. The committee voted 5-0 to approve her appointment.

Matt Fox introduced Kathy Byrne, recommending her based on strong clinical skills, student connections, and a personal reference in which she helped diagnose a serious medical condition for a colleague.

Byrne’s interview touched on psychosocial assessment integrated into routine nursing visits and the importance of collaboration with guidance counselors, social workers, and teachers. On COVID-related challenges, she noted vaccination record-keeping, masking policies, and community education as key hurdles for the coming school year. She also served as a coordinator for pooled COVID testing in Chelsea, working with two vendors.

Committee members noted her emphasis on educating families and staff as a core strength.

Vote: 3–0 in favor.

Superintendent Dr. Bucky introduced Dr. Paula Donnelly for the Interim Director of Student Services position, noting she is no stranger to the district. Committee members Sarah Gold, David Harris, and Emily Baron conducted a brief interview covering priorities for the special education department.

Donnelly identified her top priority as deepening collaboration between special education and general education staff to operationalize the multi-tiered support system (MTSS) and break down silos. She also highlighted the BRITE program at the high school as a successful model for social-emotional supports and discussed the potential for expanding executive functioning instruction to all students.

Regarding the new Brown School, Donnelly reflected on her experience at Swampscott Public Schools when a new building opened, noting tangible improvements in staff morale and accessibility that supported inclusive practices.

The search advisory group included Assistant Superintendent Nan Murphy, two CPAC representatives (Meryl Schell and Jennifer Jackson), parent representative Melissa Kaplovich, school committee representative Megan Taylor, and Matt Fox from the leadership team.

Vote: 3–0 in favor.

The committee debated and voted on an amended employment agreement for Superintendent Dr. John Bucky, extending his term through June 30, 2025 and granting a 2% COLA for FY2022.

Committee member David Harris read extensively from his summative evaluation of Dr. Bucky’s first year, noting performance rated as “proficient if not exemplary in many areas” despite the extraordinary challenges of the pandemic. He cited curriculum alignment work, special education redesign under Eric Oxford, weekly COVID updates, school reopening before state guidance required it, and active engagement with the new Lucretia and Joseph Brown school construction project.

Member Sarah Fox moved to table the contract and revisit it at the end of the next school year, citing the absence of data from a typical in-person school year and feedback from professional organizations (MASC and NSBA) that a five-year contract for a first-year superintendent is unprecedented. That motion failed for lack of a second.

Fox also clarified that the contract’s departure clause — 180 days notice plus a half-year salary — does not legally prevent the superintendent from leaving, and therefore does not guarantee the stability supporters cited. She voted no on the final motion.

Members Emily Baron and Megan Taylor both expressed support for the extension, emphasizing the need for stable leadership to execute the multi-year Planning for Success initiative and other long-term district goals. The motion passed 4-1, with Fox dissenting. A follow-on motion to authorize the chair to execute the agreement passed 5-0.

Dr. Bucky thanked the committee and stated he views tonight’s vote as a mandate to go further into the district’s vision, goals, and budget development work.

The committee considered a contract to appoint Michelle Cresta as Assistant Superintendent for Finance and Operations. Committee member Sarah Fox moved to amend the original one-year contract to three years, noting that one-year contracts are typically reserved for interim positions and that three years is customary. The amendment was seconded and passed unanimously.

The committee also added Juneteenth as a recognized holiday to the contract. Members noted that Cresta had filled in for the town during a gap in town finance leadership, managed close to $2 million in COVID-related funds, and played a key role in a new school construction project. The chair was also authorized to execute the contract on the committee’s behalf, also 5-0.

The superintendent reported that two collectively bargained agreements — the clerks’ FY22 compensation plan and the cafeteria workers’ contract — had been ratified by both union groups. A committee member who observed the cafeteria bargaining session noted the union representative was complimentary of how smoothly the process went. Both contracts were approved by roll-call vote of 5-0.

The committee voted 3-1 to approve the superintendent’s summative evaluation report as presented at the June 3 meeting, with two edits incorporated: an addition in the comments in Step 4 (page 3) and a strikethrough in the comments under Standard 4 (page 10).

Emily Barron, who co-authored the consolidated report with Lisa (another member/administrator), moved to approve and recounted that the discussion at the prior meeting had spiraled negatively. She acknowledged Dr. Bucky’s leadership during a difficult year.

Sarah Fox voted no, stating that her suggested edits—submitted the morning of the meeting—were not incorporated because there was insufficient time for the co-chairs to integrate them. She argued the omission over-represented other voices and under-represented hers. Barron responded that Fox’s edits arrived too late compared to Megan Taylor’s, which came in days earlier.

Megan Taylor offered a conciliatory reflection, drawing on graduating seniors’ resilience and quoting a David Foster Wallace reference to encourage moving forward positively rather than dwelling on negatives. She expressed confidence in Dr. Bucky’s leadership going forward.

Vote: Gold yes, Barron yes, Taylor yes, Fox no.

Chair Fox and Lisa (unnamed committee staff) compiled individual evaluations from all five members into a summative report.

Summary of composite ratings:

Overall rating: Proficient

Members Sarah Gold and Emily Baron raised concerns that (1) the report lacked clearly delineated areas for growth and (2) giving an entry-level superintendent an exemplary rating was difficult to justify. Member Megan Taylor defended the exemplary communication rating, noting Dr. Bucky significantly exceeded prior superintendents with the BackTogetherMHD site, fireside chats, and weekly updates. Member David Harris offered a sports analogy (Fred Lynn winning MVP as a rookie) and noted Dr. Bucky’s self-evaluation was honest and thorough.

The committee agreed not to vote that evening; members will email Fox and Lisa with any comment additions (not rating changes) before the June 17 meeting, when a vote will be taken.

The superintendent recognized retirees on camera and by note:

Fairbanks and Quillin joined via video to share reflections. Zasky also spoke briefly. Dr. Bucky thanked Zasky specifically for her five years on the building committee for the new Brown School project.

The chair moved to enter executive session pursuant to MGL Ch. 30A §21(a)(3) — strategy with respect to collective bargaining with the Marblehead Education Association (MEA) — stating that an open meeting may have a detrimental effect on the committee’s bargaining position. The motion passed 5–0. The committee stated no intent to return to public session. MEA representatives Joan Miller and Sally were noted as joining for the executive session.

The committee discussed the annual superintendent evaluation using the DESE framework, with Chair Sarah as the designated compiler (to work with administrative staff).

Agreed evaluation criteria (recommended by Superintendent Bucky, based on DESE standards):

• Standard 1: Indicator 1D
• Standard 2: Indicators 2A and 2E
• Standard 3: Indicators 3B and 3C
• Standard 4: Indicators 4A and 4E

A committee member raised a technical concern that the goals as categorized included only one district improvement goal, potentially below the DESE minimum of two to four; the superintendent noted this could be resolved by recategorizing goals across categories without changing their substance.

The superintendent shared that he had already received a 360-degree evaluation from 16 members of his leadership team through the new superintendent induction program and offered to share it with the committee.

Chris McGrath (superintendent’s coach/DESE mentor) joined briefly to encourage the committee to take a ‘less is more’ approach given the COVID context and recommended consulting Concord-Carlisle and Essex North Shore as model districts for the evaluation process. He also recommended engaging a DESE subcommittee led by Dorothy (DESE staff) if possible.

Key dates agreed:

• Superintendent provides materials to the committee: approximately May 6
• Individual evaluations due to the designee: approximately May 20
• Compiled evaluation reviewed in public meeting: June 3

Jason Silva explained that the current town bylaw restricts salary increases for employees promoted internally to department head positions to either a minimum 2% raise or the first step of the higher grade—well below market rates that can be offered to external candidates.

The problem was illustrated by the Building Commissioner role: a local inspector was promoted but could only be brought up to approximately $68,000, while the market rate was approximately $84,000. An outside hire could have been brought in at market with Compensation Committee approval.

The bylaw amendment allows the town administrator to adjust salary schedules to current market levels when promoting an internal candidate, subject to Compensation Committee review and approval. It does not grant unilateral authority to set pay at any level.

Amy (Water/Sewer) noted this issue has caused employees to decline promotions because losing overtime and union benefits made the net compensation unattractive even with the title change.

Silva noted the forthcoming compensation and classification study (covering administrative and municipal employee union staff) will eventually make this amendment less critical, but the Building Commissioner situation required an immediate fix.

Vote: unanimous.

Superintendent Dr. Bucky addressed community concern about staff receiving letters regarding potential position changes:

• The MEA (Marblehead Educators Association), through president Joan, requested that staff be notified of potential position movements before spring break, as required by the collective bargaining agreement
• Receiving a letter today does not mean that person’s position is eliminated; the budget remains fluid
• Example given: the approved budget includes a new reading teacher at VETS (a long-standing request from Principal Matt Fox); an internal teacher has expressed interest in that role, which would open up a grade-level position that could potentially be filled by someone who received a reduction letter
• Principals were asked to help staff understand that notification is a procedural safeguard, not a final outcome

Member Sarah Fox commended the superintendent’s transparency and noted this was an improvement in how the district communicates with staff under the CBA.

The chair announced that a memorandum of agreement (MOA) with the Marblehead Education Association covering COVID-19 protocols had been ratified by the MEA and was before the committee for a vote.

Key discussion points:

• The MOA addresses reduced physical distancing and staff notification requirements when a COVID-positive case occurs in a classroom at less than six feet.
• A committee member asked whether the same notification and air purifier safeguards would extend to students; administrators noted students who are close contacts are notified through quarantine protocols, and that 268 additional air purifiers had been ordered.
• One member expressed comfort voting with the caveat that the document pass legal counsel review by John Foss; the superintendent noted the language was drawn from a Massachusetts template used by other districts and carried no budgetary implication.
• The agreement was described as enabling grades 7–12 to return before DESE had even set a return date for high schools.

Vote: Motion by Sarah Gold, seconded by Emily Barron. Roll call: Sarah Gold – yes; Emily Barron – yes; Megan Taylor – yes; Sarah Fox – yes; David Harris – yes. Passes 5 to 0.

Pool testing / sports mandate vote: A motion by Sarah Gold, seconded by another member, to require sports teams to participate in pool testing (following Salem Public Schools’ model) failed 2 to 3. Members voting no indicated they wished to await a joint presentation from Athletic Director Greg Ziglarski and Amanda Rivers at the next week’s meeting before voting. The motion was deferred to the March 4 agenda.

MEA contract approvals:

The committee approved two motions related to remaining bargaining units:

1. Approved (5-0): MOA for MEA custodian, cafeteria, paraprofessional, tutor, and permanent substitute contracts beginning at the start of the 2021 school year through August 31, 2024. These contracts mirror the Unit A agreement previously voted on.

2. Approved (5-0): Establishment of subcommittees to investigate and report recommendations on any language changes as agreed upon by both parties for the five remaining units.

A question was raised about stipends; the superintendent confirmed the topic had arisen in executive session. The committee also discussed the composition of the collective bargaining subcommittee.

Throughout the meeting, the MEA’s position was described as follows:

• The union does not oppose returning to more in-person learning
• MEA leadership met with the superintendent the afternoon of the meeting
• Teachers expressed they want to be prepared before students arrive; the trimester break (March 15) was the preferred start date
• Three-foot distancing for grades 7–12 is a live negotiation item; without it, the AM/PM model is the workable alternative
• The superintendent clarified that no administrator or principal at the meeting asked for more time; the preference came from MEA leadership

MEA President Joan Miller also spoke during public comment, affirming teachers’ commitment to a safe return and noting no in-school transmission under the current hybrid.

Superintendent Bucky presented the Unit A (teachers) agreement as a successfully negotiated three-year contract during a pandemic. The only substantive change is the pay schedule: a 5% increase spread over three years. No language changes to roles or responsibilities were included in this agreement.

A second motion (5-0) approved the establishment of subcommittees to investigate and report out recommendations for language changes in other contracts (custodians, tutors, paraprofessionals). The committee noted this will not duplicate the existing reopening subcommittee and discussed avoiding open-meeting-law complications by ensuring committee representation is managed appropriately.

At approximately 10:41 PM, after connectivity issues caused by internet outage at the high school temporarily ended quorum, the committee voted unanimously to enter executive session pursuant to MGL Chapter 38 §21A, Purpose 3, to discuss collective bargaining strategy with the Marblehead Education Association (MEA) Unit A. All non-committee members were asked to leave. Public correspondence regarding pool testing (signed by approximately 90 community members) was also noted for the record.

Town Administrator Jason Silva informed the School Committee that the Board of Selectmen had formally authorized him to negotiate collective bargaining agreements on the town’s behalf. He noted that an initial strategy meeting had already taken place with respective labor councils and expressed interest in coordinating with any school committee subcommittee formed for that purpose.

The superintendent noted that collective bargaining has formally begun, with the first meeting held involving the town manager and attorneys. Six contracts are to be negotiated this year. The longtime MEA bargaining representative is retiring at the end of January, creating urgency to advance negotiations before her departure. Town Manager Jason will serve as the community’s collective bargaining representative and was invited to attend the December 3rd school committee meeting to brief the committee on the process. Prior district precedent, according to the attorney, has been to reach agreement in approximately four meetings — a timeline the superintendent noted is much shorter than his prior experience.

The superintendent noted that all six district bargaining units are up for negotiation in the same year. He and CFO Jason Silva will hold an opening organizational meeting on Friday the 13th with district counsel Liz and town counsel to establish the process and timeline. Two school committee members will participate in negotiations once they begin. The superintendent acknowledged the timing is later than ideal but attributed it to the COVID-19 pandemic.

The superintendent provided a personnel overview noting that approximately 6% of Marblehead staff requested leave of absence or remote teaching assignments, compared to approximately 25% reported in Swampscott. The breakdown covered teachers, paraprofessionals, tutors, and service providers by school. Seven requests for remote teaching assignments were denied.

A committee member noted an ‘inclusion teacher’ position at Glover appeared to be a new position not discussed during budget season. Eric Oxford (Special Education Director) clarified it was an internal transfer of an existing special education position—no new budget line items were created; the position received a new title.

The committee discussed and then approved the memorandum of agreement (MOA) with the Marblehead Education Association (MEA), which the union had ratified the prior Tuesday.

Key provisions discussed:

Board members and the superintendent praised the collaborative tone of negotiations, contrasting it with contentious labor situations elsewhere in the state. The superintendent specifically acknowledged MEA leaders Robin, Sally, and Joan. The vote passed 5–0.

“At the end of the day, it is what is getting us to Sarah’s cheer that we’re opening on Monday.” — Superintendent

Chair Sarah Fox delivered a statement noting that the negotiations leading to the upcoming MOA vote have reflected good-faith bargaining. She reminded the committee that as individual members, they may not bypass the union to deal directly with employees — doing so violates state law, undermines the union’s representational authority, and erodes the superintendent’s credibility as the management-side communicator.

Superintendent Bucky reported that he has finalized the MOA language with the union, is awaiting review from legal counsel John Foskett (expected the following day), and plans to share the document with committee members over the weekend. He asked to schedule individual briefings with each member before the vote.

The committee agreed to meet on Thursday, September 10 at 6:30 p.m. for the special meeting. A COVID-related resolution that had been on the agenda was tabled to September 17, with the chair committing to post it publicly on BackTogetherMarblehead in advance.

Superintendent Bucky asked the committee to approve the hire of Andrea Wagoski as the Veterans School nurse. Her resume was included in the packet. Emily Baron, who sat on the search committee, noted that Wagoski was her top choice — young, enthusiastic, willing to learn, and committed to working collaboratively with school staff.

A board member raised a question about whether school nurses who work per diem at hospitals could pose an infection risk; the superintendent committed to investigating.

Vote: Approved 5-0.

Superintendent Bucky explained that after roughly 16 reopening provisions had been negotiated collaboratively with MEA, the executive board raised HVAC concerns as a potential obstacle to membership ratification of the full MOA. The parties agreed to a provisional interim MOA focused solely on air quality, which MEA voted to approve the prior evening.

Key provisions discussed:

• Educators not comfortable returning to buildings may work remotely during professional development weeks (through approximately September 14, 2020)
• Staff who wish to return in person prior to inspections are welcome to do so
• The period of August 31 through September 11 is recognized as contractual workdays
• Reasonable ADA accommodations are being arranged individually for staff with documented medical circumstances
• After inspections are complete, a more detailed MOA covering all reopening provisions is to be finalized before the student start date
• Teachers in classrooms alone or with immediate family members would be permitted to be unmasked

Board members debated whether mandating teachers into buildings for remote teaching was appropriate; one member argued fewer non-student-facing staff in buildings reduced outbreak risk, while other members and the superintendent emphasized that in-person presence was needed for student orientation activities and was in line with state commissioner expectations.

The superintendent confirmed that Fuss & O’Neill and Automated Building Systems were scheduled to begin inspections as early as that day, with MERV-13 filters already arriving and being installed. Air quality reports will be made publicly available on the district website, along with any remediation steps taken.

Vote: 5-0 in favor.

The chair presented recommended subcommittee assignments:

Superintendent’s Advisories (no vote required):

• Safety: Sarah Fox
• Health & Wellness: Sarah Gold
• Reopening Oversight: Sarah Gold
• Communications/Website: Megan Taylor (interim)

Liaisons (no vote required):

• CPAC: Megan Taylor
• METCO: Emily Barron (with Emily Barron noting she had not previously been on it)

Contentious exchange: Sarah Fox objected that being removed from the budget subcommittee was politically motivated. She described her contributions to the prior year’s budget work, including a pre-payment suggestion that was credited with providing the town early access to surplus funds. She stated she saw ‘no data points’ supporting her removal and no ‘earthly reason’ other than political motivation. The chair responded that David Harris and Megan Taylor had independently expressed interest in the budget subcommittee, that this was a normal annual rotation, and that the full committee remains involved in all major budget decisions. David Harris said he welcomed the opportunity and cited 11 years on the finance committee. Roll call: Gold yes, Barron yes, Harris yes, Taylor yes, Fox no. Passed 4-1.

School Advisory Councils (SACs) deferred: The superintendent noted that in his prior districts he had not seen school committee members assigned to SACs (site-based councils created under ed reform to balance teacher and parent voice). He said he wanted to tread lightly on community perception. After discussion, the committee agreed to defer the question; Emily Barron will work with the superintendent to explore alternative options for building-level engagement and report back at the second September meeting.

The committee discussed whether to review its current legal representation (Valerio Associates) with guidance from MASC representative Dorothy Presser. Presser explained that school committees are not required to issue a formal RFP for legal counsel and that sending a letter to firms on the MASC Council of School Attorneys list is a common approach.

Key points in the discussion:

• David Harris framed it as sound business practice to periodically review legal services, especially with collective bargaining upcoming.
• Megan Taylor noted the new superintendent has worked extensively with one firm (Miller, in Boston) for 20 years and could recommend them.
• Sarah Fox expressed concern about switching counsel while complex legal matters from past administrations are ongoing, citing the value of institutional knowledge at a time when neither the committee nor administration is established.
• Superintendent-elect John noted the conversation is common when there is a change in administration and said he sees a case on both sides.
• Presser advised that if an exploratory process proceeds, the current firm (Valerio Dominello & Hillman) should be notified in advance.

The motion — to have the chair, Megan Taylor, and the incoming superintendent draft and send a solicitation letter to appropriate firms on the MASC list — passed 4 to 1, with Sarah Fox voting no.

The chair explained that four articles related to pay schedules and reclassifications were being indefinitely postponed because no raises were being given to non-union employee groups in FY21. He praised the groups for their collaborative approach in helping address the budget shortfall.

Articles indefinitely postponed:

• Article 25 — Proposed reclassification and pay schedule, administrative personnel
• Article 26 — Proposed pay schedule and reclassification, traffic supervisors
• Article 27 — Proposed reclassification and pay schedule, seasonal and temporary personnel
• Article 28 — Compensation of town officers

All four votes were unanimous.

Megan summarized that the Friday budget subcommittee meeting included a strong suggestion from the town administrator that the school committee reconsider awarding COLA increases to its non-union administrative staff, noting the town administrator was taking a personal pay cut and no town non-union employees would receive increases.

The committee had previously voted unanimously to protect lower-wage non-union staff while holding administrative COLAs. The proposed freeze affects approximately $43,000 in the budget. Several members expressed personal discomfort with the decision:

“It’s very hard for me to support this … our administrators have worked above and beyond over the last 15 months.”

David Harris raised whether school surplus funds could be used to help make both school and town non-union employees partially whole, but members noted that using one-time surplus for recurring salary costs is generally inadvisable. Bill indicated this would be incorporated into the FY21 budget to be voted the following Thursday, so no separate vote was taken tonight. Members acknowledged the freeze affects the long-term salary base for future contract negotiations.

Interim Superintendent Bill McLaughlin opened the agenda item by recognizing the Search Advisory Committee, which included School Committee members Jim Schaffner and Megan Taylor, administrators Michelle Cresta, Matt Fox, and Brian Ota, staff members Robin Fines, Eric Fargo, and Jonathan Heller, and parents Melissa Kaplich and Paul Baker. The committee reviewed more than 40 application packets before recommending finalists to McLaughlin and incoming Superintendent Dr. John Bucky for final vetting.

Nan Murphy introduced herself as a lifelong educator with 16 years in the classroom (grades 1, 3, and 4). She described turning around the lowest-performing of Lowell’s 14 elementary schools — moving it from a Level 3 designation to Level 1 MCAS status in four years — before becoming Lowell’s Director of Accountability and School Improvement and later joining the Massachusetts Department of Education, where she works with underperforming districts.

Committee members asked Murphy about:

• Her educational philosophy (belief that all students can meet and exceed expectations with the right time, support, and scaffolding)
• How she sees the Assistant Superintendent role differently given COVID re-entry (priority on social-emotional health, curriculum backfilling, supporting staff)
• What she would bring to a largely new administrative team (instructional rounds experience, professional development background, crisis-management experience)
• Her approach to culturally proficient teaching and leadership (implicit/explicit bias awareness, relationship-building, referencing Zaretta Hammond’s work)

McLaughlin read from his recommendation memo, describing Murphy as a collaborative team player, excellent communicator, and dedicated advocate for all students. Dr. Bucky expressed enthusiasm for the working relationship established during the search process.

The chair called for a motion; Sarah Fox moved and Megan Taylor seconded. Roll-call vote: Sarah Gold — yes; Megan Taylor — yes; Sarah Fox — yes; David Harris — yes; [fifth member] — yes. Motion carried 5–0. Murphy indicated she is targeting a July 1 start date.

The committee approved the FY21 clerk compensation and benefit plan by a 5–0 vote. The plan covers approximately 25 employees not covered by any other bargaining unit. The only substantive change from prior years was a 2.5% salary increase, consistent with increases negotiated by all other bargaining units. Several positions listed in the plan are currently unfilled (e.g., high school athletic secretary, district receptionist, administrative assistant to the director of technology).

The committee approved a memorandum of agreement with the Marblehead Educational Association (teachers union) and its Appendix A by a 5–0 vote. The MOA formalizes remote learning expectations during the school closure. Key changes from the prior draft:

1. Language relating to an aggregate date of June 30, 2020 was deleted, with a note that the matter will be determined under a separate agreement.
2. A general provision was deleted and replaced with reference to the revised DESE guidelines.
3. Appendix A was added, incorporating the two DESE focus areas: (a) teaching content standards most critical for student success at the next grade level, and (b) moving all students toward successful engagement in remote learning.
4. The provision discouraging use of live video was replaced with language stating that live virtual video or teacher-generated content is encouraged, and that teachers will connect live with students at a minimum of once per week.

The agreement will be posted to the district website following approval.

MASC guidance conveyed by Dorothy Presser noted that superintendents are following DESE guidance in developing and implementing remote learning plans. The School Committee’s oversight role is broad but centers on policy and collective bargaining implications. Presser specifically stated that any memorandum of understanding must be approved by the School Committee as employer of record. Additional MASC guidance on learning expectations was anticipated if closures extended beyond May 4.