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.

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.

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.

• 2020
• 2019
• 2018
• 2017
• 2016
• 2015
• 2014
• 2013
• 2012
• 2011

Niecy Murray is the Executive Director of the Civil Service, an independent agency that is governed by the City Charter and Commission rules. In concert with the 5-member Civil Service Commission, Ms. Murray’s oversight includes managing the teams responsible for administering the recruitment strategy & testing process for entry-level and promotional positions within the Denver Fire and Police Departments. She is also responsible for leading policy administration initiatives and the execution of the disciplinary appeal hearings of classified members.

Previous to this role, Ms. Murray served as Commissioner within the same agency. She was jointly appointed to the Commission by City Council and Mayor Michael Hancock in 2018, serving nearly two full terms prior to accepting the role of Executive Director.

Ms. Murray is a Denver native who began her professional career in social work, electing to serve in emergency response focusing on children in imminent crisis. She later transitioned to a career in employee development at a Fortune 500 company. She now brings over twenty years’ worth of experience in Organizational Leadership and Human Resources from both the public and private sector. Her broad range of expertise includes compliance, recruitment and retention, training and development, performance management, and employee engagement. As a business consultant, she created development programs for new and emerging leaders, counseled on employee relations matters, and conducted large scale workplace investigations.

Ms. Murray holds a Master of Science degree in Organizational and Leadership Development with an emphasis in Human Resource Management and a Bachelor of Science in Social Work with a Children, Youth and Families concentration. In addition, she is certified in Mediation and Dispute Resolution. 

Along with her professional and educational accomplishments, Executive Director Murray is also a proud member of Delta Sigma Theta Sorority, Incorporated, an organization committed to public service to local communities throughout the world. She is also a previous Vice President of Jack and Jill of America, Incorporated (Denver Chapter), whose membership is dedicated to nurturing future African American leaders by strengthening children through leadership development, volunteer service, philanthropic giving and civic duty.

I am a proud Denver native, growing up in the historic Park Hill neighborhood. Raised as a youth, I was enthralled by the bravery and compassion given by the firefighters sworn to protect us. This had a huge impact on my life and led me to become a Denver Firefighter. My career included specialized emergency services including Hazardous Material mitigation, underwater rescue and high angle rope rescue. As a Black firefighter working in my community, I knew a lot of the youth looked up to me as a role model in our community. A suggestion came from a couple of fellow firefighters after a call we had in our response area that we should erect a life-sized bronze statue, of a firefighter helping a child and put it at the new Station 10 located on MLK Blvd. and Steele St. We checked around and was told by the City administration that all artwork went out to bid.  After several months of conversation, the City of Denver gave Colorado Black Professional Firefighters (CBPFF) permission to erect a statue, however we were responsible for the cost. After soliciting private donors, CBPFF raised the money needed to erect the statue and a base for it to sit on.  The bronze statue is a firefighter consoling a little child and it was named “Bravery in Arms”. Its permanent home is at Station 10. My proudest moment came when I was promoted to captain and assigned to Station 10. “Bravery in Arms” is dedicated to the past and present Black firefighters across the US. In 2017, I retired from the Denver Fire department after spending 30 years in a fire house and the last five years at Denver International Airport.  It was a reminder to me how important your commitment is to serve your community. I will always strive to enhance the lives we serve by our efforts as commissioners and continue to seek a safe and vibrant community.

Rufina A. Hernández, Esq., recently retired from her position as the Associate Director of the Office of Equal Opportunity and ADA Coordinator at the University of Denver after a 50-year career in law and human and civil rights advocacy in education.  She was appointed in 2016, having previously served as the director of the Colorado Civil Rights Division of the State of Colorado.  In her roles at the university, she was responsible for the Affirmative Action Plan, diversity recruitment, anti-bias training in hiring practices and ADA compliance, as well as Title VII employment discrimination cases involving race, sexual orientation, disability, national origin, religion, and other protected class status.  In an earlier part of her career,  she served as the Assistant Dean of Student Affairs for the University of Denver Sturm College of Law. 

Ms. Hernández is an attorney by training and started her career litigating cases in family law and later,  consumer protection cases at the Legal Aid Society of Metro Denver.  She went on to serve as executive director of State Bar of New Mexico,  the Latin American Research and Service Agency (LARASA) and the Campaign for High School Education (CHSE).  A former leading voice on solutions to the challenges facing Black, Asian American Pacific Islander, Latino, and Native American students and teachers, Ms. Hernández’ long record of civil rights and education advocacy included working in Washington DC for the nation’s largest teachers’  union,  the National Education Association (NEA) as director of NEA’s Human and Civil Rights department  and later as the associate director of the External Partnerships and Advocacy department.

A native of New Mexico, Ms. Hernández holds a B.A. from the University of New Mexico and a J.D.  from the Georgetown University Law Center. 

Noah Stout is an attorney based in Denver. He currently works as Senior Counsel for DSST Public Schools. He attended the University of Montana School of Law and has worked in criminal, education, and family law. He has previously worked as a policy analyst, teacher, and campaign advisor. In addition, he serves on the District Accountability Committee for Denver Public Schools. A graduate of Gonzaga University, Noah lives in Park Hill with his wife and daughter.

Amber Miller is a communications and public affairs professional who has built her career right here in Denver. Today, she is the Communications Director for Governor Jared Polis’ reelection campaign. Before this, Amber built her career serving as a communications director for a national advocacy non-profit and at the City and County of Denver for nearly a decade. She also serves on the Imagination Library of Denver board and is committed to bettering and advancing our great Centennial State. Amber lives in Denver with her partner and two dogs. She is a self-admitted Colorado enthusiast who loves cooking, traveling and skiing. 

Al Gardner II is a seasoned information technology executive that has spent almost 30 years serving in individual contributor and executive level roles. He received both a bachelor’s and a master’s degree in Business Administration. Mr. Gardner specializes in executive level strategic technology management. His writings and insights on topics such as technology resource management and team building have been featured in technology publications and he is a sought-after keynote speaker for industry conferences. Al is a passionate leader in the field and has a reputation as a mentor and building highly effective and motivated teams based not only on performance but also integrity, teamwork, and professionalism. He believes in leading by example. He is active in several organizations that promote and expand access to technology. Mr. Gardner serves as Board Chair for Colorado Technology Professionals; as Board Member of Colorado Technology Association’ on the Advisory Board of the Denver Business Administration for the Community College of Denver, and former affiliate faculty in the College of Computer Science at Regis University.

Al Gardner’s commitment and philosophy extends far beyond the boardroom. He has a long history of involvement with a host of local community organizations. He was appointed by the mayor of Denver to serve on the Denver African American Commission and the Citizens Oversight Board where he served as chair. He served on the Advisory Board for the Denver Police Department Chiefs Advisory Board, as well as the Denver Sheriff’s Advisory Board. Mr. Gardner believes in investing in youth programs and was an active member on the Denver Public Schools African American Equity Task Force, and the DPS Career Connect program by providing internships to deserving students.