The city of Coeur d’Alene pays its employees well compared to similar communities, a new study shows.

David Jeppson, co-founder of Boise-based software and consulting company BestDayHR, recently conducted a classification and compensation study to see how Coeur d’Alene stacks up pay-wise against its neighbors. The city budgeted $30,000 for the study.

Jeppson, presenting to Coeur d’Alene officials on Monday, said the city ranks third among 12 similar local governments in market compensation. Other communities within the bunch include Boise, Idaho Falls and Kootenai County.

“Coeur d’Alene is competitive,” Jeppson said.

The city, however, is currently facing a projected $3.1 million deficit in its preliminary 2027 budget. This has prompted a proposal to raise property taxes by 7% to help offset losses. That proposal will be further addressed via a budget hearing slated for Aug. 4 

Jeppson analyzed 123 job positions in Coeur d’Alene on Monday. Of those positions, 87 are at market rate, while seven are below. Meanwhile, 29 positions within the city are being paid above the market rate.

Overall, Coeur d’Alene has a 102% comparison ratio among its peers.

Positions among this favorable ratio, however, still require some refinement, according to Jeppson’s study. 

Of the seven positions below market rate, both a human resources specialist and a city maintenance worker are compensated at 71% of market rate. The city parks superintendent is at 77% of market; a wastewater maintenance mechanic is at 83%, and a lead custodian is at 84%.

According to fiscal year 2025-2026 data, annual pay for the city’s human resources specialist is between $54,100.80-$76,148.80; city maintenance worker is $45,427.20-63,918.40; parks superintendent is $75,067.20-$105,664; $54,100.80-$76,148.80 for the wastewater maintenance mechanic; and $35,921.60-$48,859.20 for a custodian.

On the flip side, for the top five of the 29 city positions paid above the market rate, annual pay for the city administrator is between $143,062.40-$201,240; city attorney is $127,732.80-179,753.60; police chief is $127,732.80-$179,753.60; fire chief is $127,732.80-$179,753.60; and $114,025.60-160,451.20 for the finance director.

In addition to focusing on pay adjustments for the seven positions below market rate, Jeppson advised that the city refine its entire pay structure from 22 grades to 16. Changing the city’s pay structure, which hasn’t been revised since 2017, would help eliminate pay gaps and overlaps. 

“In those nine years, as the structure was struck, you’ve done a great job with cost-of-living adjustments generally across the board,” Jeppson said. “You’ve had a great effort to hire people at competitive rates.”

Jeppson said he recommends the city review its below-market roles, establish a clearer grade structure and document the above-market roles, among other measures, to adopt a simple, refreshed cadence for city pay.

 “This can be done over normal budget cycles,” Jeppson said.