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About the Commission

The Denver Civil Service Commission was established in 1904. We are an independent agency overseen by a Board of Commissioners and governed by the City Charter and Commission rules. The Board of Commissioners is composed of five civilian members. The Mayor appoints two members; City Council appoints two members; and one member is nominated by the Mayor, subject to the approval of the City Council, and is appointed by ordinance. Commissioners are compensated for each meeting or official function attended. The Commissioners oversee the administrative functions of the Executive Director, who supervises a staff of professional, technical, and clerical employees, in addition to Background Investigators. By City Charter, the duties and responsibilities of the Civil Service Commission include:

  • Foster and maintain a merit personnel system for the classified service of the Denver Police and Fire Departments;
  • Adopting and enforcing rules related to Charter mandated duties, powers and responsibilities;
  • Examining, screening and certifying applicants for original appointment to the Classified Service within the Denver Police and Fire Departments;
  • Examining and certifying candidates for promotional appointment to the Classified Service within the Denver Police and Fire Departments;
  • Hearing disciplinary appeals of classified members; and
  • Conducting investigations into matters involving the administration and enforcement of the Charter and Commission Rules.


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.


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.


Table Table of Contents 12/19/2014  
Rule 1 Definitions 04/15/2011 04/15/2011
Rule 2 Organization 12/12/2005 12/12/2005
Rule 3 Qualifications for Application and Original Appointment 12/19/2014 12/19/2014
Rule 4 Applications for Original Appointment 12/05/2000 06/30/2005
Rule 5 Examination, Screening and Other Requirements for Original Appointment 11/01/2007 12/23/2008
Rule 6 Promotional Examinations and Requirements 05/24/2005 12/23/2008
Rule 7 Examination Lists and Eligible Registers 11/01/2007 12/23/2008
Rule 8 Requisition, Certification and Appointment 08/15/2005 08/15/2005
Rule 9 Probation 06/01/2005 12/23/2008
Rule 10 Classified Service Ranks and Grades 05/24/2005 06/30/2005
Rule 11 Reduction of Force or Rank, Leave of Absence, Resignation, Reemployment, Return to Duty 12/27/1998 06/30/2005
Rule 12 Disqualification and Disciplinary Appeals, Hearings and Procedures 05/12/2008 05/13/2008
Rule 12* Disqualification and Disciplinary Appeals, Hearings and Procedures 03/09/2013  
Rule 13 Records and Reports 04/23/1998 06/30/2005
Rule 14 Hearing Officer Selection and Qualifications 08/08/2012 08/08/2012
Rule 15 Examinations 02/19/2005 06/30/2005
Rule 16 Public Safety Cadets 04/23/1998 06/30/2005
Rule 17 Original Appointment – Special Categories 05/24/2005 06/30/2005
Rule 18 Validity of Rules 04/23/1998 06/30/2005

*This newest version of Rule 12 is applicable only to disciplinary or disqualification appeals initially filed on or aster March 9, 2013.

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.

Commission Members

Civil Service Commission Executive Director

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.

Neal Berlin, President

As a City Council appointee, Neal G. Berlin was first appointed to the Commission in January 2007. For over 35 years he served local governments as a city manager; including Ann Arbor, Michigan; Arvada, Colorado; Iowa City, Iowa and Hanover, New Hampshire.  Major responsibilities included oversight of Police and Fire operations and personnel administration.  His primary professional interests are organizational change, responsiveness to citizens, effective and prudent financial management and consensus building.  Commissioner Berlin served in the U.S. Army.  Commissioner Berlin received a Master of Public Administration degree from the University of Michigan and his Bachelor of Arts degree in Political Science from Illinois Wesleyan University.

He has undertaken additional academic work at the John F. Kennedy School of Government at Harvard University, American University, the University of Colorado and the University of Denver.  Commissioner Berlin works to improve the lives of persons who are challenged with developmental disabilities.  He is a member of the Board of Directors and Finance and Personnel Committee of the Developmental Disabilities Resource Center in Lakewood that provides services to persons with developmental disabilities in four counties.  His term expires 12/31/2016.

Judge Federico Alvarez, Esq., Commissioner

As a joint representative appointment of the Mayor and City Council, Federico Alvarez, Esq. was appointed to the Commission in June, 2013. He is a graduate of Harvard Law School. As a practicing attorney, Commissioner Alvarez is currently involved in mediation and arbitration matters. He has extensive litigation experience and has worked in private practice and has served as a Public Defender and as an Assistant Attorney General. He has also served as a Judge in the Denver County and District Courts.

Commissioner Alvarez participates in a number of organizations including the American Arbitration Association, the Colorado Commission on Judicial Discipline, the Rhone-Brackett Inn of Court, the Del Norte Neighborhood Development Corporation, the Denver Athletic Club, and the Greater Park Hill Community, Inc. His term expires 12/31/2015.

Anna Flores, Commissioner

As a City Council appointee, Anna Flores was first appointed to the Commission in October 2003 Commissioner Flores is a life long Denver resident.  She attended Fairview Elementary School, Lake Jr. High School, West High School, and Metropolitan State College with a double major in Political Science and Spanish. Former Mayor Federico Pena appointed her as the Director for the Denver Commission on Aging from 1983 to 1989.  Commissioner Flores previously narrated for the Colorado Talking Library for the Blind.  She is an accomplished author and has written four books.  Her term expires 12/31/2015.


Contact Us

Denver Civil Service Commission
201 W Colfax Ave
Dept 1208, 2nd Floor
Denver, CO 80202
Phone: (720) 913-3370 
Fax: (720) 913-3373

All visitors to the Webb Building are subject to security screening.

Office Hours
Monday - Friday
7:00 a.m. to 5:00 p.m.

Denver 311 Help Center
Call 3-1-1 | Outside Denver Call (720) 913-1311
Emergencies: 911
TTY Service: 720-913-8479