Police Chief Keeling resigns. A few questions come to mind, about policing in Norwich, efforts to retain Town employees and more.

It’s official. Police Chief Simon Keeling and another full-time officer have left the Norwich Police Department. If you think the Norwich Police Department should be defunded, you are pleased. We are at less than 50% of budgeted staffing levels, by my count.

I have questions. No answers.

Police

Are residents safe?

Town Manager Francis says: “With the assistance of county and state agencies Norwich residents will continue to have adequate public safety response.” It would seem that “adequacy” is in the eye of the beholder. Response times “could dramatically increase” wrote then Town Manager Durfee in April 2021. That was when the police force was at 75% staffing.

Does the Town plan to downsize the Police Department? What happened to the police study?

I don’t want to make assumptions. However, if officials believe the Town’s public safety needs are adequately met, then is the next step to downsize staff levels? Lots of towns in Vermont don’t have police departments.

There was robust discussion about the appropriate role of the police in Norwich, captured in the minutes for the Selectboard meetings on April 14 and April 28, 2021. The Selectboard wanted to study the issue and gather public input.

Of note, at Town Meeting 2022, voters rejected spending over $50,000 on a consultant to study police needs. Are there any plans to convene a group of residents to review policing needs as was done in 2007? Or hire a less expensive consultant?

Was Chief Keeling forced out?

A seemingly hasty resignation following a claim of ‘insubordination’ by the Town Manager. That’s all the public has to work with, based on two listserv posts by, I think, a very reliable source. What happened? Time to clear the air?

Workplace

Was Town Manager Francis hired to reorganize the Town’s operations?

I was struck by several aspects of Selectboard member Brochu’s thoughtful listserv post of June 5. One of them was her statement: “To say the transition to a new Town Manager has been difficult would be an understatement. To anyone who has studied ‘change theory’ or ‘change management’, this should not come as a surprise.”

Now, I had to look up those concepts. They relate generally to significant changes to how an organization functions, based on a specific, strategic plan. Wikipedia/Change management. Is that happening in Norwich government currently? Also, is that a mandate from the Selectboard? And, finally, what is the plan? Please share.

How does Norwich Town government rate as a workplace?

There has been a lot of turnover at DPW and now at the Police Department. To me, that begs the question. Is Norwich government a good place to work? See Indeed Employer Rating Form, excerpt below. I assumed it was, in light of the Town’s wealth and progressive politics.

Problems apparently exist, because the Selectboard hired a HR consultant, “to investigate complaints” and “to assist the town in building a positive work environment for all.” That follows the investigation of complaints at DPW by Burgess Loss Prevention Associates, as noted by Valley News columnist Jim Kenyon in March.

Seemingly, even the TM has something to learn about employee relations. Otherwise, the Town Manager not the Selectboard would hire the HR consultant. Growing pains are bound to occur. As Norwich Director of Planning, Mr. Francis supervised one part-time employee. As Town Manager, he is charge of everything.

Is there a timeline for this report? Will the Selectboard share the consultant’s report with the public? Or at least the executive summary? Transparency builds trust in leadership.

How important is worker retention to Selectboard and Town Manager?

Is employee turnover a given in this age? Sorry, I don’t accept the Great Resignation as the basis for every employee separation. That is too facile. Employees that are treated well and fairly paid do not leave lightly. Also, in light of the worker shortage, I wonder whether the Town is doing enough to retain its current employees, to avoid any knowledge drain. I don’t know.

In addition, I respectfully differ with Ms. Brochu that the budget and union contract, both limit what the Town can do. First, on the budget, it is true that they are approved by voters months in advance. However, the Great Resignation existed when the budget starting next month was proposed. As for the current budget year, my understanding is that we are running a surplus.

In any event, as in any exigent circumstance, the Selectboard can shift money from one line item to another. If there was a big storm, we would find money to deal with the situation. Why not worker retention? It’s a question of priorities.

Of further note, the Town has over $1 million in surplus funds. Voter approval is necessary to use. But we recently had an election in March and one scheduled for August.

Second, I am no labor expert, but I do not see why the union would oppose pay raises or retention bonuses. The union might want equal treatment for all workers. But would it turn down bonuses paid to all workers, who remain on the payroll for six months? I don’t know.

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