About Us

Mission

The Commission will adhere to the City Charter, the City’s Code of Ethics, and we will endeavor to certify the best qualified candidates for employment and promotions that represent the diversity of the community we serve. This will enable the Commission to not only meet but exceed our responsibilities to the Mayor, City Council, Denver Police and Fire Departments, respective unions, employee organizations and the Citizens of Denver.

The Denver Civil Service Commission through its appointed Commissioners, Executive Director and respected staff do hereby affirm our Mission Statement.

Vision

To be a model CSC that embodies transparency, trust, and collaboration by delivering exemplary candidates for a safer Denver.

Purpose

The Commission is responsible for administering the testing process for entry-level and promotional positions within the Denver Police and Fire Departments, policy administration, and hearing disciplinary appeals of classified members.

Values

Integrity – we maintain an unbiased, impartial, and honest candidate selection process.

Collaboration – we build strong relationships and remain open to suggestions, critiques, and ideas.

Transparency – we are honest and forthcoming about our processes and maintain accountability of our outcomes.

Efficiency – we adapt our processes to make the best use of time and resources and ensure a candidate’s optimal experience.

Equity – we strive to eliminate barriers and afford fair treatment, access, and opportunity.

• 2025 Goals and Strategic Plan(PDF, 6MB)

Effective January 16, 2009

It is the policy of the Civil Service Commission (“Commission”) that its employees, contract employees, temporary workers, and applicants for employment or promotion with the Commission or Classified Service of the Denver Fire Department or Denver Police Department have a right to be free of discrimination, harassment, and retaliation based upon actual or perceived race, color, creed, national origin, ancestry, sexual orientation, physical or mental disability, age, gender/sex (including pregnancy, childbirth, or caregiver status), marital status, military status, religion, political affiliation, or any other basis protected by federal, state, or local law or regulation.

1. Examples of conduct that could violate this policy include but are not limited to:
   1. Verbal conduct such as epithets, derogatory comments, slurs, unwanted sexual advances, invitations, or comments;
   2. Visual conduct such as derogatory posters, photographs, cartoons, drawings, or gestures;
   3. Physical conduct such as assault, unwanted touching, blocking normal movement, or interfering with work directed at a person because of a protected basis;
   4. Threats or demands to submit to sexual requests in order to keep a job or avoid some other negative consequence, and offers of job benefits in return for sexual favors;
   5. Basing an employment decision (such as hiring, promotion, discipline, pay increase, job assignment, or termination) on any of the protected categories identified above; and
   6. Retaliation for good faith reporting, opposing, or otherwise participating in a complaint or investigation process concerning potential violations of this policy. 
      
      
2. Individuals who believe they are being subjected to prohibited discrimination or harassment are strongly encouraged to make it clear to the offending employee that such behavior is offensive and should be discontinued. 
   
   
3. Any alleged violations of this policy should be promptly reported to any of the following:
   1. The Executive Director of the Commission;
   2. The supervisor of the Commission’s Human Resources unit;
   3. Any member of the Board of Commissioners; or
   4. The Executive Director of the City’s Agency for Human Rights and Community Relations. The HRCR will present the matter to the City Attorney’s Office (specifically, the Litigation Section’s Employment Law group), for further investigative action.
      
      

   A report or complaint of discrimination, harassment, and/or retaliation may be made verbally or in writing. Any person reporting a potential violation of this policy or otherwise participating in the complaint or investigation process should understand that confidentiality will be maintained to the extent possible but that absolute confidentiality and anonymity cannot be guaranteed.

4. If the supervisor of the Human Resources unit, the Executive Director of the Commission, or any member of the Board of Commissioners becomes aware, by any formal or informal means, of possible discrimination, harassment, or retaliation, such person must take prompt, reasonable actions to stop any prohibited behavior. Additionally, the supervisor of the Human Resources unit or the Executive Director of the Commission must promptly report any information concerning the possible prohibited behavior to the Board of Commissioners.
   
   
5. The Commission maintains “zero tolerance” regarding violations of this policy, meaning the Commission will not knowingly tolerate acts of discrimination, harassment, or retaliation. Allegations about potential violations of this policy will be taken seriously and the Commission will promptly undertake reasonable steps to address all allegations of discrimination, harassment, or retaliation. If an investigation is deemed necessary, it will be conducted promptly, thoroughly, and impartially. Appropriate actions may include, but are not limited to, discipline (up to and including termination), training, mediation, or other effective remedial action commensurate with the severity of the offense and any such actions will occur as soon as practicable for even a single violation of the policy.
   
   
6. Retaliation is strictly prohibited against any employee or applicant who has in good faith:
   1. Opposed conduct that potentially violates this policy, including but not limited to making a complaint or protest on behalf of another individual;
   2. Reported conduct that the employee experienced or observed and reasonably believes to constitute a potential violation of this policy; or
   3. Assisted or participated in an investigation, claim, lawsuit, or hearing concerning a complaint of discrimination, harassment, or retaliation. This includes but is not limited to making a report or complaint or providing a witness interview during an investigation.
      
      

   Retaliation is conduct taken against an employee or applicant because the employee or applicant has engaged in any of the above-listed protected activities. Retaliation can include but is not limited to such acts as disciplining an employee, giving an employee a negative performance evaluation, refusing to recommend an individual for a benefit for which he or she qualifies, giving an employee a less desirable job assignment, spreading rumors about an individual, encouraging hostility from co-workers, and escalating harassment. Any Commission employee engaging in or encouraging retaliation will be subject to appropriate disciplinary actions.

• 2024(PDF, 3MB)

• 2023(PDF, 475KB)

• 2022(PDF, 699KB)
• 2021(PDF, 531KB)
• 2020(PDF, 922KB)
• 2019
• 2018
• 2017
• 2016
• 2015
• 2014
• 2013
• 2012
• 2011

• Decree 1988(PDF, 834KB)
• 2020(PDF, 294KB)
• 2023(PDF, 183KB)
• 2024(PDF, 451KB)

Gracie Perez is a solutions-driven, organized leader who brings a wealth of experience in strategic planning, policy development, process improvement and decision-making in public service.

Gracie joins the CSC with a robust resume, including her most recent role as State & Regional Operations Director for Texas Health & Human Services - Access & Eligibility Services, where she led a team of over 6,000 employees. She has demonstrated commitment to diversity, equity, and inclusion combined with experience in talent acquisition, organizational change management, and stakeholder collaboration.

She holds a bachelor’s degree in Literature, enjoys reading and loves spending time with her husband and two sons. 

Gregory Moore is the former editor in chief of The Denver Post where during his 14-year tenure the newspaper won four consecutive Pulitzer Prizes, including for its coverage of the Aurora Theater Shooting in 2012. He was a co-chair of the Pulitzer Prize Board. He previously was managing editor of The Boston Globe and worked at newspapers in Cleveland and Dayton, Ohio. He is currently the CEO of Klowtify, a local thought leadership company that helps companies grow their brands and showcase their expertise. He graduated from Ohio Wesleyan University with a degree in journalism and political science. He is a trustee at Boettcher Foundation, the University of Denver, and Gary Community Ventures. He is the father of three and married to Nina Henderson Moore.

Steven Foster, appointed in January 2024, is a former police officer turned entrepreneur. A global executive leader, renowned for combining strategy, fiduciary responsibility, and leadership expertise to deliver substantial impact in highly competitive environments, Foster is the CEO and Founder of Connect13, LLC. He has served as board member and Chairman of the Board on several organizations, including Convercent, Colorado Technology Association, and Denver Metro Chamber Leadership Foundation. He was honorably discharged from the United States Air Force, and while serving in the Aurora Police Department he was awarded its Distinguished Service Cross and Life Saving Medal. Steve loves spending time with his family and has a passion for sports and golf.

Commissioner Stout was appointed to the Commission in September 2021. He is an attorney based in Denver. He attended the University of Montana School of Law and works in public interest law. He has previously worked as a policy analyst, teacher, and campaign advisor. In addition, he was appointed to sit on the District Accountability Committee for Denver Public Schools, Community Planning & Advisory Committee for the DPS Bond and serves as a board member for Montbello Organizing Committee, Colorado Youth Congress, and Northeast Park Hill Coalition.  A graduate of Gonzaga University, Noah loves exploring Colorado, trying new foods, and spending time with his wife Sarah and daughters Sofia and Eloise.

Commissioner Everett is a veteran, a former correctional officer, and held various positions within the Denver Public Library for 11 years. Thereafter, he joined the town of Erie as their Development, Diversity, Equity, and Inclusion Manager. He is currently the Human Resources Deputy Director for Summit County.

Throughout his career, he has demonstrated a commitment to fostering fairness, equity, and accountability. His experience includes overseeing administrative processes, managing complex personnel systems, and ensuring compliance with policies and regulations. His public service and organizational leadership background aligns with the agency’s mission to maintain a merit-based system for the Denver Police and Fire Departments. He is most passionate about helping build bridges between the agency, the community, and the classified members. 

Commissioner Taylor is an attorney specializing in public policy with almost 30 years of experience in government affairs at the local, state, and federal levels. She currently serves as the Chief of Public Affairs and Advocacy at the American Academy of Physician Associates (AAPA) and previously served as the Vice President of Government & Regulatory Affairs at UCHealth. Chantell has deep roots in Colorado political and civic engagement.

She has been a Denver resident for decades and is passionate about serving her community. Commissioner Taylor earned her BA from the University of Colorado at Boulder and her J.D. from the University of Denver.