Pay Ranges and Job Titles
View the City and County of Denver’s Pay Ranges & Job Titles report(PDF, 1MB) for individual classifications, job codes, pay grades, and pay ranges.
Our Classification and Compensation division’s mandate is to develop and manage pay programs that are externally competitive and internally equitable. Our pay programs ensure compliance with applicable federal, state, and local laws and regulations. Some examples are ensuring classifications meet federal tests to determine exemption status and whether the position is exempt or non-exempt from overtime.
Our employees are entitled to overtime pay under the FLSA- are non-exempt and paid on an hourly basis. Employers must pay non-exempt employees one-and-a-half times their regular rate of pay when they work more than 40 hours in a week. Employees not eligible for overtime based on the various tests outlined by the FLSA are exempt and are paid on a salary basis. The Classification and Compensation division makes our non-exempt or exempt determinations. We compare all classifications against the FLSA’s Primary Duties test and Salary test. If an employee receives a salary (a set amount of pay each week regardless of hours worked) that is paid higher than the current Salary test threshold, and the primary duties of the job meet or exceed one of the outlined White Collar Exemptions, a job may be classified as exempt. If any of these tests are not met, the job must be classified as non-exempt and eligible for overtime.
We assign pay grades to all career service, non-elected, non-appointed, non-collectively bargained classifications. Pay grades are identifying numbers for pay ranges within a pay table. A pay range represents the prevailing market range of pay in a grade, beginning at the entry rate and going to a maximum rate.
The following Career Service rules pertain to compensation and classification:
- Rule 7 - Classification and Compensation
The purpose of this rule is to provide a process and create a framework to ensure “like pay for like work” within the city’s merit-based personnel system through the use of systematic method of individual or group classification reviews and to provide generally prevailing compensation to city employees.
- Rule 9 - Pay Administration
The purpose of this rule is to explain the establishment and administration of pay practices (except merit increases and merit payments) and hours of work.
- Rule 13 - Pay for Performance
The purpose of this rule is to explain the performance management program and how the individual performance of eligible Career Service employees is evaluated, reported, and rewarded with merit increases and/or merit payments as applicable.