The Office of Human Resources accepts applications up until the closing date of the announcement and then begins the application review process. Check the closing date to see if the job posting has closed. Typically, applications are reviewed for requirements within two weeks of the closing date of the job posting. Candidates who meet the requirements are passed on to the next phase of the process. Candidates can check the status of their application by visiting our job listing page, clicking "Sign In" in the upper right hand corner, and using the same login and password used to create the application.
Each job posting contains the requirements for the position. Requirements are typically education, experience, driver’s licensure, a copy of college transcripts, professional or technical certification, or any other job-related requirement. The information an applicant submits for the job is reviewed to determine if he or she has met the requirements. If an applicant does not meet the requirements, his or her status in the system will be updated accordingly.
Names of candidates who pass an Office of Human Resources examination are placed on the eligible list for that job. Names are arranged in score order, highest score first. When your name is reached for certification, the hiring agency (where the job is) may contact you directly to come for a hiring interview.
Eligible lists typically last for 90 days. They may be extended for an additional 90 days. Some lists may be abolished before the 90 days are over if the job classification or examination has changed or if it is determined it is in the city’s best interest to do so. In some high turnover positions, lists may be completely exhausted before the list life ends.
If you refuse an interview because of a geographic preference and the position exists at other locations in the city, your name will remain on the list. If you refuse an interview at the only location that a particular job classification exists, your name will be removed. For example, if you refuse a position in a class that exists only at Denver International Airport, your name will be removed because there is no other place where that kind of job exists within the city.
If any of these situations apply to you, call 720-913-JOBS (5627) select option 0 and ask for the analyst in charge of the recruitment for that job.
An appointment of an employee to a position in a classification in which the entry rate of the pay grade of the new classification is lower than the entry rate of the classification previously held.
A promotion of an employee to a position in a higher classification in which the employee was previously employed within the preceding five (5) years, or to a successor classification; or to any classification for which the employee is qualified, with the same entry rate or an intervening entry rate as the former classification. Appointments that meet the definition of a promotional reinstatement in Rule 5 APPOINTMENTS AND STATUS are not re-promotions.
Most positions require new employees to complete a six, nine, or twelve month probationary period in order to attain career status with the City and County of Denver. Probation is a test period of time following employment where an employee is employed on a trial basis. Non-career status employees, including on-call positions, do not serve a probationary period. Your supervisor or recruiter can answer questions about which positions are subject to a probationary period and its duration.
During the probation period, new employees are required to complete certain courses. The requirements vary depending on whether you are a supervisor or not. For more information, please visit our Learning and Development page.
An offer of employment is contingent on the verification of credentials and other information required by law and City and County of Denver policies, including the successful completion of a background check. A background check will include at least a criminal background check and additional types of background checks may be required and/or permitted depending on the type of position and nature of the duties performed. These additional background checks may include: Employment History Verifications, Drug Testing, Education/Degree Verification, Motor Vehicle Record (MVR), Commercial Driver's License (CDL), Professional License and Certification, Finger Printing, Child Abuse/Neglect Registry, Medicare/Medicaid Fraud Database, Polygraph Examination (DOS), and Credit History.
The existence of a conviction does not automatically disqualify an applicant from employment except where federal or state law or regulations prohibit employment of an individual with certain convictions.
The City and County of Denver provides equal employment opportunities to all employees and applicants for employment without regard to race, color, religion, national origin, sex, sexual orientation, gender identity, national origin, disability, genetic information, age, or any other status protected under federal, state, and/or local law.