The Harwich Recreation and Youth Commission is moving to stabilize departmental operations following the departure of Program Specialist John Mahan, a transition that has spurred both administrative urgency and memories of past community friction. During a Friday session, Recreation Director Eric Beebe detailed a full steam ahead approach to maintain local programming despite a significant reduction in full-time staffing levels. The discussion culminated in a formal commitment to the Select Board to ensure the department avoids a repeat of a parents' group debacle that occurred two years ago during a previous staffing shift.

Director Beebe reported that while the search for Mahan’s replacement is well underway, the current workload has fallen heavily on existing staff. I'm going to hit 60-something hours this week because I'm covering the nights, which is fine, Beebe told the commission. That's what you do until you fill the role. For the spring, we had a full slate of programs... those are still going to run between myself, the helpers, and the volunteers. The department is currently operating with roughly half the staffing levels it maintained in previous years, despite doubling its programming output—a sustainability gap Beebe has highlighted in recent budget cycles.

The transition plan follows a request from Select Board member Donal for a formal letter of support from the commission. The Chair noted that the departure of a popular staff member like Mahan often triggers community anxiety. John was an excellent hire, and his departure inspired panic. That's exactly what happened, the Chair said, explaining that the formal plan aims to reassure a revamped parent group that the town is staying on track. One commission member questioned why the board hadn't more aggressively informed the Select Board about the loss of full-time positions, asking, Why didn't we, the Commission, give the Select Board the information relative to what we've lost as far as full-time staff?

The hiring process has already yielded several qualified candidates, with Beebe conducting interviews this week. He expressed confidence in filling the role by mid-March but emphasized the need for competitive pay to attract the right talent. When a board member asked if the Select Board would maintain the current salary level for the new hire, Beebe responded, They better. If you want quality people, you have to pay for them. This focus on competitive compensation mirrors the commission's recent move to hike daily beach passes to $30 to fund higher lifeguard salary scales.

A looming challenge for the department is the loss of Mahan’s certification skills, as he served as the primary lifeguard trainer. Another commission member suggested looking for local expertise to fill the gap, asking, Have we put anything out publicly saying we are looking for a trainer? Maybe there's a retired doctor or someone in the public we don't know about. Beebe noted that while the department used to provide in-house training, they may now need to rely on outside consultants or regional YMCA programs to ensure summer staff are ready by June. To formalize the transition strategy, Motion Made by Commission Member 1 to support a letter of support for the transition plan. Motion Passed 3-0.