SANDPOINT — County commissioners’ Tuesday business meeting centered on employee compensation and the ongoing budget deficit faced by the EMS department. 

In the meeting, EMS Chief Jeff Lindsey said he was working with county staff to examine the viability of a two-year levy override to cover the deficit and shared that several employees have expressed their intent to retire or seek employment elsewhere in 2025, which will likely lead to the department downsizing and saving money through payroll. 

“I would rather employees get another job and have another income than us to lay employees off,” Lindsey said.

Commissioner Asia Williams said she has heard community members request information about the steps being taken to address the deficit and emphasized the need to share the county’s plans going forward. 

“We owe an update,” Williams said. 

Four public commenters expressed a desire to see county officials demonstrate how they were working to resolve the deficit while continuing to provide a critical service to residents. 

Merlin Glass, who serves on the Westside Fire District Board of Commissioners, warned that a loss or reduction of EMS staff will increase the burden of local fire departments, which he said are already understaffed. 

“The consequences between the sheriff, fire and EMS — they're all connected,” Glass said. “You really have a crisis here,” he added. “If that service isn't available, then our citizens suffer for it.”

Lindsey announced he would provide an update regarding the budget deficit faced by the department during the commissioners’ Jan. 7, 2025, business meeting.

Commissioners also reviewed an updated version of Personnel Policy No. 600, which is in the process of being reworked by staff and officials as Bonner County moves from a pay band compensation system to a grade and step model for employee pay and advancement. 

The revised policy that appeared Tuesday included language stating that the county will conduct market surveys every 3-5 years to keep salary structures up to date and that pending budgetary approval, the county will aim to increase each employee’s pay by one step each year. 

Williams suggested that some language in the policy should be revised to strengthen the county’s obligation to review employees’ job performance, and expressed her intent to ensure employees are compensated in accordance with their performance and market value. 

“The biggest cost of the county is human capital,” Williams said. “You could say you want to pay as much as you want, but if we don't have the money, we'll end up with a budget crisis.” 

Williams also drew attention to Policy 600.5.10, which stipulates that employees appointed as chief deputies for elected officials will receive a pay increase of $2.50 per hour or $5,200 per year for the duration of their appointment to compensate them for their increased duties. 

Williams told attendees that Bonner County’s base salaries for employees serving as chief deputies were in line with the compensation offered to their counterparts in nearby North Idaho counties. To tighten payroll spending, Williams suggested revising the policy to offer a pay increase to employees only when they’re filling in for an elected official. 

“It (the revised version of Personnel Policy No. 600) says we're going to make decisions based on the data, but the data does not say we should be changing at all, and arguably, on some of these the data looks like we are higher than we should be,” Williams said. 

Commissioners voted unanimously to send the document back to the human resources department for revision and to review the policy at the county’s next business meeting.