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.

Complete Commission Rules

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

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.

Earl E. Peterson

Mr. Peterson has served as Executive Director since November 2000.  Prior to this position he was in the private sector for over 19 years with Champion International Corporation, Nationwide Papers Division as Operations Manager, Administration Manager and Marketing Manager.  Mr. Peterson is a graduate of the State University College of Arts and Science, Geneseo, New York, and holds a Bachelor of Science Degree in Management Science.

Bio is forthcoming

Bio is forthcoming.

Kelsey Anne Green, Commissioner

Kelsey Anne Green was appointed to the Commission by the City Council in March 2018. As a practicing attorney, Commissioner Green represents clients in strategic corporate transactions, fund formations, and corporate governance. Born and raised in Denver, she also enjoys involvement as a board or committee member of a variety of local organizations, such as Girls Inc. of Metro Denver, NARAL Pro-Choice Colorado, the Colorado Women’s Bar Association, Parkinson’s Association of the Rockies, and the Women’s Foundation of Colorado. 

Commissioner Green earned her JD from Northwestern University Pritzker School of Law and her undergraduate degree from the College of William and Mary. 

Sylvia (Niecy)Murray, Commissioner

Sylvia Murray was jointly appointed to the Commission by City Council and Mayor Michael Hancock. She 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 nearly twenty years’ worth of experience in Human Resources from both the public and private sector. Her broad range human resources expertise includes compliance, recruitment and retention, training and development, performance management, and employee engagement. As a business consultant, she is a sought out professional for new leader coaching as well as employee relations matters, conducting large scale workplace investigations. Commissioner Murray believes that her ultimate strength is in her ability to build and maintain effective professional relationships that enable her to be a trusted thought-partner, working with clients to support their organizational goals.

Commissioner Murray holds a Master of Science degree in Organizational and Leadership Development with an emphasis in Human Resource Management and a Bachelor’s degree 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, Commissioner 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.

Joseph G. Sandoval, Esq., Commissioner

Beginning as a police officer for the City of Arvada in 1967, retired Professor Joseph G. Sandoval has worked in the area of public safety throughout his professional career.  He worked as an attorney for approximately 20 years.  Working in the area of police-community relations for over 45 years, he was involved in the process for establishing the Public Safety Review Commission and the Citizen Oversight Board, as well as the Office of Independent Monitor.  He served as Chair of the Public Safety Review Commission and was the first Chair of the Citizen Oversight Board.  He has made presentations on review of police and police-community relations at national conferences.  He is a retired faculty member, after 42 years with the Criminal Justice and Criminology Department, at Metropolitan State University of Denver.  He writes weekly faith-based commentaries; he also writes on family history with articles published in the Colorado Hispanic Genealogical Journal.  Mayor Michael Hancock appointed Commissioner Sandoval in 2015.