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The staff of the Denver Auditor's Office in 2023.

Welcome to Denver Auditor's Office. Under the leadership of the elected Denver Auditor Timothy M. O'Brien, we deliver independent, transparent and professional oversight in order to safeguard and improve the public's investment in the City and County of Denver.

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Caring about our people and communities

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TALENT  INNOVATION PROFESSIONAL
DEVELOPMENT 
DIVERSITY TEAMWORK

We attract, recruit, and retain the most qualified and ethical professionals.

We encourage and value input and ideas from our team.

We provide equitable opportunities for professional growth and advancement.

We have a positive and inclusive workplace for people of all races, ethnicities, gender identities, and backgrounds.

We are inspired by our work and by each other.

RFP

Request for Proposals for On-Call Hearing Officer

The Denver Labor division of the Denver Auditor’s Office is responsible for enforcing three Denver ordinances: the Prevailing Wage Ordinance, D.R.M.C. § 20-76; the Minimum Wage Ordinance, D.R.M.C. §§ 58-13 through 58-16; and the Civil Wage Theft Ordinance, D.R.M.C. § 58-1 et seq. (together, the “Ordinances”).

As authorized under D.R.M.C. §§ 20-76(g)(2) and 58-5(b), the Auditor’s Office (“Auditor”) is promulgating this Request for Proposal (“RFP”) to secure on-call hearing officer services from qualified applicants. The ideal hearing officer will be experienced in employment and contract disputes and in conducting administrative hearings. It will be the duty of the hearing officer to render impartial decisions over appeals from Denver Labor’s determinations. They must do so in accordance with the Ordinances, applicable Colorado law, and the Auditor’s civil wage theft rules and rules of procedure.

Proposals should be prepared and submitted as described herein. Proposals will be accepted and reviewed on a rolling basis until the Auditor’s Office has an adequate roster of hearing officers.

Download the RFP(PDF, 852KB)

Request for Proposals for Professional Auditing Services

This Request for Proposals (“RFP”) seeks proposals from qualified firms of certified public accountants (“audit firms”) to audit the City and County of Denver’s (“CCD,” “City,” or “Denver”) Annual Comprehensive Financial Report (“ACFR”) and Single Audit for the five fiscal years ending Dec. 31, 2024 through Dec. 31, 2028. This RFP details the scope of the engagement and the nature of the services required, the reports or other items to be delivered under the engagement, and the format to be used for all proposals in response to this RFP.

Proposals submitted will be evaluated by Denver’s Audit Committee, including Committee Chairman and Denver Auditor Timothy M. O’Brien, CPA. The Audit Committee is seeking proposals from qualified audit firms that have specific experience in the areas identified in this RFP. To be eligible for consideration, the proposer must be capable of meeting all requirements specified in this RFP.

Denver Charter Section 5.2.2 directs the Denver Audit Committee to commission the annual independent audit of CCD’s finances, to be conducted in accordance with generally accepted government auditing standards (GAGAS). The Audit Committee supervises the work of the independent external auditor. Denver Revised Municipal Code Section 20-280 specifies an independent, well-qualified, nationally recognized external auditor for selection by the Audit Committee. The independent external auditor of the ACFR and Single Audit closely coordinates with external auditors performing audits of the Airport and Wastewater Enterprise Funds and the

Deferred Compensation Plan Trust Fund, presents the ACFR audit and Single Audit results to the Audit Committee for review and comment before they are finalized, and issues the approved final reports to the Audit Committee. Total estimated audit fees for the 2023 ACFR audit and Single Audit is about $675,000.

The audit services summary scope of work includes, as of and for the years ending Dec. 31, 2024 through Dec. 31, 2028:

CITY AND COUNTY OF DENVER AUDIT COMMITTEE REQUEST FOR PROPOSALS 

1. An audit of and opinion on the basic financial statements of the City and County of Denver in the Annual Comprehensive Financial Report (“ACFR”) and reports on compliance and internal controls over financial reporting.

2. A single audit on the compliance requirements applicable to each of CCD’s major federal award programs and reports on internal controls over compliance and on the schedule of expenditures of federal awards. Eleven major federal award programs were included as part of the 2023 single audit. Proposers should use eight major programs as an estimate for the Single audit fees, with a quote per program for any additional programs that may be identified. An equivalent reduction will be applied if the number of actual major programs is fewer than eight.

  • Links to annual financial reports through 2022 are available on the Department of Finance website.
  • The 2023 financial report availability will be communicated via BidNet immediately following posting.

The annual timeline for the entire engagement spans nine to 10 months, starting in the fall of the audit year for some planning activities through June of the following year for most audits and for the ACFR. The single audit and management letter are expected to be completed no later than early July each year.

Proposals are to be submitted electronically at this link: BidNet Direct. This will be the only acceptable form of submission.

RFP for Professional Auditing Services(PDF, 429KB)
Exhibit A - Fees Schedule and Instructions(PDF, 154KB)
Exhibit B - Sample Template for Professional Services(PDF, 553KB)
Exhibit B - Business Associate Agreement HIPAA/HITECH(PDF, 541KB)

Current job opportunities 

Are you interested in joining our team? Then, review our open positions below and apply using the City and County of Denver Careers work portal. Unfortunately, we are not able to accept applications outside the city's online application system, but our team will contact you by email or phone call if you are selected.

Administrator II (Policy Analyst)

About Our Job

The Denver Labor division of the Denver Auditor’s Office is seeking a thoughtful, collaborative, and compassionate Policy Analyst (Administrator II). Denver Labor’s mission is to protect workers, high-road employers, and all Denverites by finding, fixing, and preventing wage theft. The division is proactive, responsive to stakeholders, embedded in the community, and utilizes cutting-edge research, technology, and tools to develop best practices.

Under the direction of the Executive Director for Denver Labor, the Policy Analyst will play a crucial role in enforcing workers’ basic wage and hour rights in the City and County of Denver. This position will provide key legal support for the office’s wage enforcement work by leading proactive, high-impact investigations, providing legal advice to investigators, drafting wage and retaliation determinations, planning strategic enforcement initiatives, and extending Denver Labor’s relationships with community organizations and vulnerable people, including and especially immigrant communities. This position is ideal for an attorney who seeks intellectual challenge in an environment defined by collegiality, public service, and work-life balance.

The Auditor’s Office operates a hybrid work environment. This position requires a combination of remote and in office attendance at our downtown Denver location. Employees must live in the Denver Metropolitan commuting area. We will provide a computer with all work-related software applications; you must have a stable home internet connection for any remote work.

Please apply as soon as you are able as this position will close when once we have sufficient qualified candidates in our applicant pool.

Specific responsibilities for this role include, but are not limited to the following: 

Wage Enforcement:

  • Work closely with Executive Director of Denver Labor and Civil Wage Theft Enforcement Division to evaluate wage theft cases; send information requests to subjects of investigations; apply relevant law to complex fact patterns; and engage in strategic planning of Denver Labor’s enforcement efforts.

  • Provide legal expertise and counseling on wage enforcement issues.

  • Assist in training and ensuring staff is sufficiently knowledgeable about civil wage theft and minimum wage enforcement issues and related job skills.

  • Review appeals of Denver Labor’s determinations. Analyze legal and factual arguments, weigh evidence, and work with other staff and the City Attorney’s Office to determine the division’s response. 

  • Organize and apply Denver Labor’s standards, procedures, systems, and guidelines to ensure that investigations are fair, consistent, and transparent.

Outreach and Education:

  • In coordination with the Communications division and community partners, this policy analyst will also be responsible for:

    • Building relationships with communities at high risk for wage theft and the organizations that represent them;

    • Conduct know-your-rights, anti-retaliation, and other presentations about Denver Labor’s work; and

    • Establish trust, especially among immigrant workers.

About You

Our ideal candidate will possess a dynamic combination of the following education and experience:

  • Juris Doctor degree.

  • Three or more years’ experience performing professional work in the arenas of workers’ rights, labor organizations, legal aid, or labor/employment law compliance.

  • Familiarity with Colorado wage law.

  • Experience working in a group setting and collaborating with a team of other professionals.

  • Proficiency in Microsoft Office Suite and Microsoft file management.

  • Foreign language proficiency.

Apply now


Making a difference in the Auditor's Office

Download our one-pager about our office work and what qualities we look for in our candidates. 

Make a difference, recruiting one pager.(PDF, 1MB) Hoja de reclutamiento (PDF, 1MB)
 Download our recruiting one pager(PDF, 1MB)  Descarga la hoja de reclutamiento(PDF, 1MB)

Competitive benefits

The Denver Auditor's Office offers benefit plan options to our employees to help keep them well and to prepare them for a secure future.

Employee Medical Plans

We offer our employees four subsidized medical plans with two separate providers from which to choose: Kaiser Permanente or United Healthcare.

  • Kaiser Permanente Deductible HMO Plan (DHMO).
  • Kaiser Permanente High-Deductible Health Plan (HDHP).
  • United Healthcare Colorado Doctors Plan (CDP).
  • United Healthcare High-Deductible Health Plan (HDHP).

Employee Dental Plans

We offer our employees and their dependents three subsidized dental benefit plans through Delta Dental of Colorado. Our employees can find network-only coverage with copays for services, or out-of-network coverage for those who see a dentist who is not in Delta’s network.

Employee Vision Plans

Eye exams are an important part of overall health care for your family. With VSP Vision our employees get the highest level of care, including an annual exam designed to detect signs of health conditions like diabetes and high blood pressure.

Denver Wellness Program

We promote employee health and well-being with resources, activities and a wellness incentive. We support our employees with our four pillars of wellness: physical well-being, financial well-being, mental well-being and professional well-being.

Physical Well-Being

We offer our employees a variety of resources to promote physical health.

Wellness Incentive Program
We encourage our employees to participate in the Wellness Incentive with Vitality. Employees who earn the Wellness Incentive receive a $600 HSA deposit or premium reduction the following year.

Nurse Liaison Program
The Nurse Liaison Program connects employees and their families to a registered nurse. The Nurse Liaison Program is free and confidential. Employees can discuss nutrition, weight loss, illness, disease prevention, mental health and more. Free blood pressure, body mass index and weight screenings are also available.


Financial Well-Being

My Secure Advantage
My Secure Advantage (MSA) is available to all benefits-eligible employees. MSA helps our employees build confidence in their finances. Employees can learn how to manage student loans, buy a home, reduce debt, plan for retirement and more. MSA offers year-round access to online education, budgeting software, and other financial tools. Employees also get 90 days of free, confidential money coaching every year.

WellthSource by ComPsych
WellthSource by ComPsych is a needs-based, digital financial wellness platform that offers interactive, guided programs, tools and resources, provided to help you secure a strong financial future. No matter your stage of life, WellthSource can help you achieve your financial goals.


Mental Well-Being

We offer a variety of mental health resources to our employees.

Dedicated Workplace Support Consultants
Dedicated Workplace Support Consultants are licensed mental health professionals provided to exclusively support city employees to discuss stress management, communication strategies, substance abuse, grief/loss, family struggles, work-related issues or any other mental health-related concerns they might have. Sessions can be held by phone or virtually. City employees are eligible to receive 10 free sessions per incident per year.

Guidance Resources - Employee Assistance Program
All employees and their household members can use the Employee Assistance Program (EAP). The EAP provides employees and their household members with free resources, including six free, confidential counseling sessions per year, per incident.

Resources for Reducing Burnout
As passionate as we may feel about our work, we are all susceptible to burnout if we fail to exercise good self-care and relaxation techniques. Burnout is a constant feeling of physical, mental, and/or emotional exhaustion and pessimism in the workplace. In addition to the other resources listed in this section, the city's insurance providers offer services that can help you reduce burnout in your life.


Professional Well-Being

We offer training and professional development opportunities to all employees. The Learning & Development team provides a variety of professional development opportunities. Employees can complete training through Workday Learning and Denver Peak Academy

We also offer an education refund program to employees.

Classification and Compensation

The Office of Human Resources (OHR) Classification and Compensation Division develops and manages our classification and compensation plan. We provide analysis and consultation to ensure the provision of market-competitive and internally equitable pay. This helps to attract and retain extraordinary talent who delivers exceptional service to our residents.

The Classification and Compensation Division:

  • Serves as the source of consultative expertise on classification and compensation.
  • Collaborates to resolve classification and compensation issues.
  • Provides guidance that incorporates leading practices.
  • Remains current with regulatory changes affecting compensation.

Employee Life Insurance Policy up to $400,000

Our employees get a free life insurance policy, as well as, the opportunity to voluntarily elect additional life insurance policies for themselves, a spouse and/or children. Accidental Death and Dismemberment policies are also available for employees and their dependents.

Child Care Flexible Spending Account for Our Employees

Our employees can set aside pre-tax dollars to pay for child care expenses for child(ren) age 12 and under, while they are at work through a dependent day care flexible spending account (FSA). We offer this flexible spending account through Rocky Mountain Reserve

2024 dependent day care FSA minimum and maximum contributions:

  • Minimum of $120 annually.
  • Maximum of $5,000 annually, per household.

Examples of eligible dependent care expenses include:

  • Day care and babysitter costs.
  • Nursery school.
  • Before- and after-school programs.
  • Summer day camps.

Employee Fitness Center

The Denver Employee Fitness Center features a full complement of exercise classes, fitness equipment and services for our employees. The center is open for early morning workouts as well as after work hours and on Saturday. Our employees must use their ID badges to access the Denver Employee Fitness Center located in the Webb Municipal Building. Members of the Denver Employee Fitness Center also have full access to all Denver recreation centers.

If the Webb Building isn't convenient, our employees also enjoy a discount off memberships to any Denver recreation center.

GuidanceResources® Employee Assistance Program (EAP)

Personal issues, planning for life events or simply managing daily life can affect your work, health and family. The GuidanceResources® EAP provides support, resources and information for personal and work-life issues. GuidanceResources is city sponsored, confidential and provided at no charge to employees and their dependents – and they will even call therapists to set up your appointment for you! Staff and their families are eligible for six free counseling sessions per year per incident through GuidanceResources.

Your GuidanceResources EAP services include:

  • Confidential Counseling.
  • Financial Information.
  • Work-Life Solutions.
  • Child & Elder Care Solutions.
  • Legal Support.

Our recruitment process

Applying for a job shouldn't be stressful. Below are the steps we follow during the hiring process. Please review them carefully to know what to expect when you apply and are selected to advance in the recruitment process.

Steps in the hiring process for the City and County of Denver.

Apply

If you see a job for which you think you are a fit, we want to hear from you. We encourage you to apply through our application hiring system. Search and apply for jobs.

Assessment and Testing

Depending on the position, you may be required to complete an online assessment or test. If this is the case, you will receive an email with instructions on how to access and complete the assessment immediately after you apply. In some cases, you may be required to complete an in-person test. You will be contacted with further information after we review your application. To learn more, please visit our Assessments page.

Application Review

Our goal is to hire the best talent into the city, so we identify the best-qualified candidates within the applicant pool that fit our ideal candidate profile. Those candidates are sent to the hiring manager for review. The hiring manager decides who to interview. You will find the ideal candidate profile in the "About You" section of the job posting.

We cannot move you forward if you do not meet the required minimum qualifications as defined in our job specifications. You will also find these listed in the "About You" section of the job posting.

Interview

We conduct interviews by phone, by video conference and in person in order to accommodate candidates. In-person interviews can be one-on-one or with a panel of multiple individuals. You should expect more than one round of interviews where you will speak with the hiring manager, potential colleagues and a member of department/agency leadership.

We will share the details with you in advance so you know what to expect and how to prepare.

Job Offer & Pre-Employment

After the interviews, the hiring manager decides to whom to offer the job. The hiring manager or recruiter will reach out directly with a verbal offer. This is a great opportunity for you to ask any additional questions you may have before accepting the offer. After you accept the verbal offer we prepare and send an offer letter. You will need to sign in to your Workday account (the same hiring system you used to apply to the position) to review the offer letter and officially select Accept or Don’t Accept. Once you accept the written offer, the city will begin pre-employment screening.

Onboarding

Before your first day, we will reach out to guide you through the onboarding process, which includes required new hire tasks to ensure you have an efficient start to your employment. On your first day, your supervisor and new team will have a plan to help welcome you into your new role, your department/agency and the City and County of Denver.

Some positions require you to complete at least a six month probationary period. Probation is a test period of time following employment where you are employed on a trial basis. As a new employee, you are required to complete certain courses during the probationary period. The requirements vary depending on whether you are a supervisor or not. You will receive more information about any required coursework on your first day.


Timothy O'Brien Official Headshot

AUDITOR TIMOTHY O'BRIEN, CPA
Denver Auditor


Denver Auditor's Office

201 W. Colfax Ave. #705 Denver, CO 80202
Emailauditor@denvergov.org
Call: 720-913-5000
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