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 Trainee, Internships and Apprenticeship (TIA) Program Overview Minimize

In order to meet the needs of the City’s workforce, OHR offers a range of general and tailored development programs to support succession planning efforts, build skills and supplement the City’s workforce. TIA programs are also designed to help identify potential future hires, increase diversity and inclusion efforts and meet future workforce demands by providing on-the-job learning opportunities to TIA participants. 

TIA positions can be paid or unpaid, depending upon the position. Requirements vary by postion.

Applicants will apply for all open TIA postions through www.denvergov.org/jobs. Schools/organizations, and applicants who want to take advantage of the TIA program visit the TIA Progam website for more information.

If you are interested in obtaining a Trainee, Intern or Apprentice, please read the information below, including the FAQ's for Employees at the bottom of this page.  For additional questions, please contact a recruiting professional at TIA@denvergov.org or call 720-913-5615.


 
 Hiring a Trainee or Intern Minimize

In order to start the process of requesting an intern or trainee position, hiring managers should begin by contacting their OHR recruiting or OHR Services representative. The TIA approval process varies depending on the type of position. This graph, and the TIA Definitions document gives a general overview of the processes.

Managers and Supervisors are required to fill out the TIA Training Plan form prior to hiring a trainee or intern. All unpaid interns will need to sign the intern waiver, prior to hiring.

Trainee
A trainee is an individual who is appointed to an on-call, limited, or unpaid position for the purpose of gaining meaningful work experience that promotes the development of individuals who lack formal education or work experience. Trainees can be paid or unpaid, depending on Agency discretion.  The length of a Trainee assignment can be from 3 months to 3 years.

Intern
An intern is an individual currently enrolled in an undergraduate or graduate college/university who is appointed to an on-call, limited, or unpaid position for the purpose of gaining meaningful work experience and contributing to the overall objectives of the organization. Interns can be paid or unpaid, depending on Agency discretion. The length of an Intern assignment can be from 3 months to 3 years.


 
 Hiring an Apprentice Minimize

All City and County of Denver Apprenticeships are paid and require one (1) year of Career Service status with City and County of Denver. Appointments are obtained by promotion, transfer, demotion or re-promotion.

Apprenticeships are designed to allow Department Management to identify an opportunity for entry level employees with one year of Career Service status or more to train on-site for a desired field. 

The program runs for four full years, with no exception, and is designed to offer complete training where an employee will become certified in the field where they are an Apprentice. All training is done on-site with a supervisor, delegate, lead or manager.   

There are six (6) occupations covered under the Apprenticeship Program: 

  • Carpentry
  • Electrician
  • Heating, Ventilation, Air Conditioning (HVAC)
  • Heavy Equipment Mechanic
  • Painter
  • Plumber

City and County of Denver follows the rules and regulations, as well as practices the procedures for Apprenticeships regulated by the U.S. Department of Labor Office of Apprenticeships, which can be found at http://www.doleta.gov/oa/

In order to start the process of requesting an apprentice position, hiring managers should begin by contacting their OHR Talent Acquisition or OHR Services representative. This graph gives a general overview of the process.


 
 FAQ's for Hiring Managers Minimize

Q: How does TIA fit into the City’s goals?
A:
TIA aligns the goals and talents of succession planning and the long-term outcomes identified in the City’s goals through job creation, and by maintaining a motivated, diverse and skilled workforce. This workforce will meet the future needs of the organization as well as provide employment opportunity for our community.

Q: What is the purpose of TIA?
A: The purpose of the TIA Program is to provide talented resources that will assist City agencies in meeting short and long term goals by:

  • Recruiting, training and retaining the highest caliber of qualified entry level workers
  • Meeting the needs of the City in succession planning
  • Providing employment opportunities for our community
  • Assigning meaningful work experiences to develop an individual's knowledge, skills and abilities

Q: What Occupational Groups utilize TIA’s?
A:
Any occupational group can utilize Trainees and Interns. Apprenticeships are limited to the trades classifications listed above.

Q: How do I request a paid or unpaid TIA?
A:
Apprentices are always paid. Other paid positions will need to go through the formal Approval-to-Fill process. In order to start the process of requesting any intern or trainee postition, hiring managers should begin by contacting their OHR recruiting or OHR Services representative. The TIA approval process varies depending on the type of position. This graph and the TIA Definitions document gives a general overview of the processes.

Q: Can anyone have a TIA under them?
A:
Yes. By using the TIA Training Plan, hiring managers can identify  the roles and responsibilities  for both the Trainee, Intern or Apprentice, as well as the supervisor in your organization.

Q: Once I have Approval-to-Fill a TIA, how do I get one?
A:
Recruiting will work with you to post your Trainee, Intern or Apprentice position. This will be required if this is a paid position. If this is not a paid position, recruiting services will be optional.

Q: How are TIAs compensated?
A:
All paid TIAs are paid based on the job classification according to Appendix C.

Q: Who will help me train my Trainee or Intern?
A:
It is your responsibility as a hiring manager to ensure that your Trainee or Intern receives meaningful work experience, as outlined by the TIA Training Plan,

Q: Do I get to keep my Apprentice after their Apprenticeship?
A:
Yes. It is built into the Apprenticeship program that you will, after successful completion of the 4 year apprenticeship, keep the apprentice within your unit until a position is available for them to move into.

Q: What if the TIA is not performing as expected?
A:
A TIA should be held to the expectations set forth in their TIA Training Plan. If you are in need of assistance in this matter you are encouraged to contact your Agency OHR Representative.

Q: Will I get a bonus, some incentive for being a mentor?
A:
The City and County of Denver currently does not offer bonuses of any kind. This remains true for TIA.

Q: Where can I get more information?
A:
Please contact TIA@denvergov.org or call 720-913-5615.


 
 FAQ's for Employees Minimize

Q: As a Career Service employee, can I apply for paid TIA positions?
A:
Yes. Because these are paid positions, all Paid Trainee, Intern and Apprentice positions will be posted on Denvergov.org/jobs.

Q: How will I know if this is a short-term Trainee or Internship assignment, or if there is potential to move into an entry level position?
A:
The job posting will indicate the potential, if it exists, to move into an entry level position. However, this will never be a guarantee, as successful participation, as well as funding will always determine how long the position lasts.

Q: How much do Paid Trainees, Interns, and Apprentices get paid?
A:
All paid TIAs are paid based on the job classification found in Appendix C.

Q: What Occupational Groups may have TIA’s?
A:
Any occupational group can utilize Trainees and Interns. Apprenticeships are limited to the trades classifications listed above.

Q: Where can I get more information?
A:
Please contact TIA@denvergov.org or call 720-913-5615.


 
 Contact Minimize
OHR Recruiting
720-913-5615