State Classified Staff
About the State Classified Employee System
Classified employees are part of the Colorado Classified State Personnel System. The Classified State Personnel System is a merit system, which means that all appointments and promotions to jobs in the system require applicants to apply and compete against similar standards.
The Colorado Constitution also requires that candidates for state classified jobs MUST BE RESIDENTS of Colorado, unless the State Personnel Board waives this requirement. If the residency requirement has been waived for a position it will be noted in the job announcement. In addition, only current permanent state government employees may apply for jobs listed under the Promotional/Transfer section.
Colorado State Government is an Equal Opportunity Employer and does not discriminate for or against any applicant based on age, race, color, religion, sex, national origin, political affiliation, or disability. All employment opportunities are open to qualified persons who are at least 16 years old (unless other age limits are required).
UNC Classified Vacancies: To view UNC vacancies, scroll down to University of Northern Colorado and select the arrow to show current positions available. Applications must be submitted by the ‘apply by’ date as instructed in the announcement.
Job Evaluation and Compensation
Applicants and current employees can visit the following sites to find information on Class Descriptions, Job Minimum Qualifications, and Compensation Plans for the State of Colorado Classified positions.
Recruitment Staff: Kyle Mathes
Conditions of Employment
- All candidates who are extended an offer of employment must complete and pass a background check. Some positions, depending on the job duties will need to complete a physical evaluation to be hired.
- All new-hires must be able to provide proof of authorization to work in the United States within 3 days of hire.
- All Employees are required to have direct deposit of your paycheck.
- For positions requiring a degree, candidates must provide original transcripts within 30 days of hire.
Other Local Vacancies
Medical Insurance Benefits
Medical Coverage Information
State of Colorado Employee Wellness Program powered by CaféWell. By completing activities designed to make you healthier and happier, you can earn up to $240 per year toward your state-sponsored health insurance premiums for the next plan year. To earn your medical premium discounts for FY2018-19, you must earn 240 points online in CaféWell by June 15, 2018.
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Mandatory Retirement Plans
The University requires all employees to contribute 8% of your salary towards your retirement plan. Classified employees will participate in Public Employees Retirement Association (PERA). The University contributes 10.15% of your salary to PERA. The retirement plan is in lieu of Social Security, which is not an option here.
Supplemental Retirement Plans
Employees may also elect to contribute additional retirement funds through payroll deductions by enrolling in a 403(b) or 457 plan. These deductions are tax deferred income.
Additional Information for Vendors
Sick leave is provided in the event time off is needed for health reasons. This includes diagnostic and preventative examinations, treatment, and recovery. Full-time employees will accrue 6.66 hours per month.
Annual Paid Leave
Annual leave is provided for an employee’s personal needs. Accrued vacation hours vary based on years of service. See the State Personnel Board Rules, Section 5-11 for further details.
- Classified Staff Council(CSC)
- Working Together Foundation - Working Together is a non-profit private organization established by state employees and exclusively for state employees. Working Together provides emergency assistance to current or retired state employees in times of need. Visit the website for more information.
State Information Updates
Hiring State Classified Employees
Method of Filling Positions
State classified positions may be filled by a qualified and eligible transfer, reinstatement, or voluntary demotion candidate. Additionally, positions may be filled from an eligible list which is a ranked list of qualified candidates at the completion of a comparative analysis. The comparative analysis often includes candidates eligible for transfer, reinstatement, or non-disciplinary demotion. Specific information related to eligible lists and referrals may be obtained from Human Resources.
Establishing a Position
Before a state classified appointment can be made, a position must be established through Human Resources. The department must complete a Position Description Questionnaire (PDQ) form, describing the duties and responsibilities of the position, and submit it to Human Resources for classification.
- Be sure there is a provision in the departmental budget and FTE for the position. The fact that a position appears on the department budget does not mean that the job is established with the State Classified Personnel System.
- Check with Human Resources to determine your options for filling the position. An eligible list may need to be developed if one does not already exist. If an eligible list does exist, a referral can be generated with of the names of applicants’ eligible to interview.
- If the individual you wish to hire is not from an eligible list (i.e., transfer, reinstatement, reappointment, demotion) obtain clearance from Human Resources before making an offer of employment to ensure the individual is eligible to be hired.
- Comparative analysis, required for each classification, are designed to assess the knowledge, skills, and abilities that applicants possess relative to the duties of the position. Comparative analysis results in the establishment of an eligible list of applicants in order of score attained. In some cases, a physical examination, background security check, or polygraph may be requested by the department as a requirement of employment. If required, such physical comparative analysis, background security checks, or polygraphs are paid for by the University.
- The comparative analysis for classified positions at the University is administered and/or oversight is provided by Human Resources.
- Open competitive comparative analysis is open to all applicants, including current and former employees who meet the minimum requirements for the position.
- Qualified applicants shall have an equal opportunity for entry into the state personnel system through fair and open competition.
- Promotional comparative analysis is open to current classified University of Northern Colorado employees, and former classified employees with reemployment rights who meet the requirements.
In general, the probationary period for all new employees including reinstated employees will be twelve (12) months. Continued employment and certified status will depend upon the employee successfully completing the probationary period. Supervisors with performance issues relating to probationary employees should consult with Human Resources.
Employees on a probationary appointment are entitled to the same rights and privileges as certified employees, except for the 1) right to a hearing to review a disciplinary action which is based on unsatisfactory performance, 2) right to be placed on a reemployment list, and 3) privilege of reinstatement. They do, however, have the privilege of being considered for transfer.
Trial Service Period
In general, current certified employees, who are promoted, reinstated, or transfer to a different class must serve a trial service appointment period of no more than six months. Certification may not be granted retroactively. If an employee's performance is not satisfactory during the trial service period, the employee shall be reverted to a vacant position in the previously certified class with no right to a hearing or, if no vacancy exists, shall be accorded any retention rights to which the employee may be entitled under the layoff provisions. At the discretion of the Executive Director and Chief Human Resource Officer or UNC Human Resources, corrective or disciplinary action may be administered instead of reversion or administrative separation.
A request for certified status (sooner than the full 12-month probationary period or the 6-month trial service period) should be submitted by the employing department in writing, to Human Resources. A performance evaluation or a trial service rating form, as appropriate, should accompany the request. Early Certification will not be granted if a layoff is in progress in that job classification. Certification will be granted upon resolution of the layoff.
Employees may be promoted in the following ways:
- Open competitive and promotional comparative analysis which put the employee on eligible lists for referral to vacant, higher level, positions.
- Reclassification based on changes in job duties and responsibilities, provided the incumbent employee meets the minimum qualifications for the new level of the position.
- Satisfactory completion of training in a class identified as an Intern class.
Vacant positions will be held open for 60 days before rehiring can occurbegining July 1, 2018. That also will allow time to review the position to determine need, and redefine or restructure the open position. Personnel costs account for 71 percent of the FY19 budget. More information can be found here.
- Hiring authority submits the following documents to PeopleAdmin:
- Position Description Questionnaire (PDQ) - Classified – If it is a new position, or if PDQ has significant changes, create a desk audit request.
- ORG Chart
- Classified Change Form
- Position is open for applications
- Position is closed on closing date or when reached maximum applications, as stated in job posting. Once approved, Human Resources activates the job posting.
- Those who meet the scoring threshold (usually 60%) move to the next step of the process (moved to the eligible list).
- Usually 59 % or lower are removed from the process and are notified through Neogov.
- Verbal offer to preferred candidate is made.
- A written offer is e-mailed (see Human Resources for offer template).
- A physical given to the new hire if it is a high risk job.
Classified Staff Policies and Procedures
Complaints/Equal Opportunity Concerns
Performance Evaluation Process
- Matrix for Layoffs - being updated
- Retention Rights - being updated
General Policies and Procedures
All members of the University of Northern Colorado community are entrusted with the responsibility to uphold and promote five fundamental values: Honesty, Trust, Respect, Fairness, and Responsibility. These core elements foster an atmosphere, inside and outside of the classroom, which serves as a foundation and guides the UNC community’s academic, professional, and personal growth. Endorsement of these core elements by students, faculty, staff, administration, and trustees strengthens the integrity and value of our academic climate.
It is a violation of University Policy to discriminate in the provision of educational or employment opportunities, benefits, or privileges; to create discriminatory work or academic conditions; or to use discriminatory evaluative standards in employment or educational settings if the basis of that discriminatory treatment is, in whole or part, the person's race, religion, gender, age, national origin, disability, veteran status, sexual orientation, or political affiliation.
The University prohibits sexual harassment by any faculty, student, staff, invitee, or agent of the University. The University adheres to the Equal Employment Opportunity Commission's definition of sexual harassment as modified for the University setting. Further detailed information regarding Discrimination and Sexual Harassment Policies can be found in the Board Policy Manual under section 2-2-201 or the Employee Relations Website.
Employee files are maintained by the Human Resources Department and are considered confidential. Managers and supervisors other than the designated Human Resources representatives may only have access to personnel file information on a need-to-know basis. A manager or supervisor considering the hire of a former employee or transfer of a current employee may be granted access to the file.
Personnel files are to be reviewed in the Human Resource Department. Personnel files may not be taken outside of the department.
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