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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).

Classified Benefits Spotlight 

Open Enrollment is April 9 – April 29, 2024

Benefits Guide will be available soon!

Upcoming Informational Session Dates:

  • Monday, April 8 from 10:00 to 11:30 am (Carter Hall 2005)
  • Wednesday, April 10 from 3:30 to 5:00pm (Carter Hall 2005)
  • Thursday, April 11 from 2:00 to 3:30 pm (Carter Hall 2005)

CO State Classified Benefits 

Classified Benefit Information

Getting Started

  • Post Offer Ergonomic Screening Policy

    University of Northern Colorado requires Post offer medical screenings for prospective employees of high risk occupational groups. Screenings are non-discriminatory evaluations designed to give documented information about a prospective employee’s physical ability to complete essential functions of the job. Conditional job offers are extended to individuals and hired upon evaluation results of Post Offer Screening.

  • Employment Eligibility Verification

    The 1986 Immigration Reform and Control Act (IRCA) sought to control illegal migration by eliminating employment opportunity as a key incentive for unauthorized persons to come to the U.S. IRCA makes all U.S. employers responsible for verifying through a specific process the identity and work authorization or eligibility of all individuals, whether U.S. citizens or not, hired after November 6, 1986. To implement this, employers are required to complete Employment Eligibility Verification Forms I-9 for all employees. An employer’s obligation to review documents is not triggered until a person has been hired, whereupon the new employee is entitled to submit a document or combination of documents of his choice (from List A or a combination of a List B and List C document on the reverse side of the I-9 form) to verify his identity and work eligibility. Hired is defined as actual commencement of employment of an employee for wages or other remuneration. The employee must complete Section 1 of the I-9 Form by the date of hire (i.e. no later than the date on which employment services start). Employees must present original documents. Employers must complete Section 2 by examining evidence of identity and employment eligibility within three (3) business days of the date employment begins. If employees are authorized to work, but are unable to present the required document(s) within three business days, they must present a receipt for the application of the document(s) within business days and the actual document(s) within ninety (90) days. However, if employers hire individuals for duration of less than three business days, Section 2 must be completed at the time employment begins.

  • Drug and Alcohol Policy

    The University strives to create a healthy environment, one in which the high risk use of alcohol and the use of illicit drugs does not interfere with learning, performance, or development. The University prohibits the unlawful possession, use, or distribution of drugs, alcohol, and other controlled substances by all members of the University community (students, faculty, staff, alumni, and guests). Individuals who violate this policy shall be subject to discipline, termination, dismissal, debarment, arrest, or citation as applicable. Additionally, employees or students who violate this policy may be required to participate satisfactorily in drug abuse education, counseling, or rehabilitation programs approved by the University. Further detailed information regarding the Drug and Alcohol Policy can be found in the Board Policy Manual, section 1-1-407.

  • Safety

    Employees are required to perform their duties and responsibilities in accordance with generally accepted safety standards as well as any specific safety standards applicable to their positions. it is the obligation of each employee to notify his/her supervisor of any unsafe condition in University premises, or practices of the University or any of its employees which she/he observes or becomes aware of that may affect his/her safety of any other person.

  • Work Behavior

    Employees are required to perform their duties and responsibilities in accordance with generally accepted safety standards as well as any specific safety standards applicable to their positions. It is the obligation of each employee to notify his/her supervisor of any unsafe condition in University premises, or practices of the University or any of its employees which she/he observes or becomes aware of that may affect his/her safety of any other person.

  • Conduct

    As a representative of the state, you are required at all times to use your best efforts to perform assigned tasks promptly and efficiently and to be courteous and impartial in dealing with those we serve. Courtesy, tact, and helpfulness on your part will do much to create the positive image state employees deserve. Employees should maintain the public's confidence in the integrity of state government by refusing outside compensation for performing your duties; and protect and conserve state property and use taxpayer dollars prudently. No state time, property, equipment, or supplies shall be used for private purposes or any other purpose not in the interests of the State of Colorado or the University of Northern Colorado.

    You have the right to be treated with dignity and respect, just as it is expected you will treat others the same way. It is to our benefit to employ a diverse workforce to assist in providing effective customer service and to strive to be a leading student-centered university that promotes effective teaching, lifelong learning, the advancement of knowledge, research and a commitment to service.

  • Compensation Manual

    In making compensation decisions, a hiring authority must consider budgetary factors, recruitment and retention issues, salaries received by other similarly situated employees, an employee’s skill sets and competencies, other potential future increases, and the overall value to the organization.  Pay ranges for state classified employees are established through the annual statewide compensation plan, which makes adjustments to the minimum and maximum allowable salaries for each grade.  An employee’s base pay shall not be lower than the minimum, or higher than the maximum of his/her particular grade, except as otherwise permitted by law, rule or procedure.  Pay ranges for exempt and faculty employees are established using College and University Personnel Administrators (CUPA) surveys for a comparative group of colleges and universities.  Compensation decisions outside of the parameters of this document are permitted only if approved by the President of the University.

    Base pay established for classified new hires (both permanent and temporary) and adjustments for the upward, lateral or downward movement of existing permanent employees must adhere to Chapter 3 of the State Personnel Rules.  Base pay established for faculty and exempt new hires must adhere to the board polices and regulations.

    All decisions affecting base pay should ensure the following:

    • Pay is commensurate with the duties assigned;
    • Adequate funds are available within existing appropriations;
    • Equity is preserved among employees with similar job descriptions within divisions and across the University;
    • Ongoing consistency; and
    • Acknowledgment of individual qualifications (e.g. past experience, training, special skills).

    Throughout this document, the source of the employment practice for each employee type is referenced. Below you can find the definitions used:

    State Personnel Rules- State of Colorado Personnel Rules
    Board Policy- UNC Board Policy Manual
    University Regulations- University Regulations

Employee Benefits

Hiring State Classified Employees

  • Method of Filling Positions

    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

    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.

  • Selection Process

    Selection Process

    1. 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.
    2. 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.
    3. 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

    Comparative Analysis

    1. 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.
    2. 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.
  • Probationary Period

    Probationary Period

    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

    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.

  • Early Certification

    Early Certification

    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.

  • Promotions


    Employees may be promoted in the following ways:

    1. Open competitive and promotional comparative analysis which put the employee on eligible lists for referral to vacant, higher level, positions.
    2. Reclassification based on changes in job duties and responsibilities, provided the incumbent employee meets the minimum qualifications for the new level of the position.
    3. Satisfactory completion of training in a class identified as an Intern class.
  • Hiring Process

    Hiring Process

    1. Hiring authority submits the following documents to Cornerstone:  

      • Position Description Questionnaire (PDQ) for the Classified position – If it is a new position, or if PDQ has significant changes; must have approval by HR prior to posting the position.
      • ORG Chart
      • Classified Position Authorization Form (PAF)
      • Salary Analysis form
      • Desk Audit- Desk Audit form w/Salary Analysis if desk audit gets approved

    2. Hiring authority submits requisition through Cornerstone; HRS completes and req gets routed to Hiring Mngr. for approval which routes to VP/Provost Office. HRS must click box on requisition “Do Not Allow to Apply” for Classified positions only. 

    3. VP/Provost Office approves and routes to Budget. 

    4. Budget approves and routes to HR for Final HR Review.   

    5. HR creates job posting in Neogov for all approved requisitions.   

    6. A draft of the posting is sent to Hiring Manager for approval.  

    7. Once approved, HR activates the job posting in Neogov.  

      • Position is open for applications until post expires.
      • Position closes on closing date or when maximum number of applicants are received, as stated in job posting.  

    8. HR reviews all applications for residency and minimum qualifications set by the State of Colorado. 

    9. HR sends email with a list of applications to supervisor to be rated for six (6) or more applicants; or refers to interview if less than six (6) without rating.  

    10. Hiring manager establishes criteria for applicants to be rated upon and is approved by HR to ensure each applicant is fairly scored based on applications with no bias.  

    11. Hiring department has a team of at least two (2) raters (maximum six (6)) who score each application using the same criteria as all other raters on the Applicant Rating Form.  Supervisor should be included as a rater. 

    12. Raters score each applicant individually on the Applicant Rating Form and not as a group discussion. 

    13. Rating forms are forwarded to HR and results are entered into master spreadsheet indicated with weights for each criterion, which ranks each applicant. Scoring results are entered in Neogov for each applicant. 

    14. Eligibility List is created for applicants passing threshold of 60% or higher and reviewed to see if any eligible applicant is a veteran (DD214) who may/may not receive additional points which are added to final score.   

    15. Top 6 ranking applicants are placed on the Referral List and list is emailed to supervisor referring those applicants to be interviewed. All referred applicants must be given the opportunity to interview.  Should an applicant decline to interview, inform HR and the next available eligible applicant on the list can be referred.  

    16. Once interviews are completed, the notes should be turned into Human Resources.  

      • Verbal offer to preferred candidate is made by supervisor and,
      • A written offer is e-mailed to preferred candidate (using Offer Email Template).  Please cc HR rep on the email so record of acceptance is known/placed in incumbent’s personnel file. 

    17. New hire/Rehire/Promo receives a pre-employment Background Check and MVR if driving is required for position. If a background check has been conducted within the past 12 months no new background check is required.  

    18. Physicals are scheduled by HR for specific positions that are not desk positions. 

    19. After completion of background check/physical (if required) a start date is confirmed with the new hire.  Classified positions must begin on the 1st of the month, a Monday, or a Tuesday if Monday falls on a holiday. 

    20. Emails get generated to applicants who interview and are not offered alerting them they were not selected for hire. 

    21. HR sets up new hire information in Banner and provides PUF to Hiring Manager, HRS, Payroll and Budget.  

    22. System access is provided by IT once requested by the Hiring Manager/HRS. (PDID access) 

    23. All New Hire Paperwork is completed on 1st day with HRS of hiring department (or HR if scheduled prior). Employee is scheduled to meet with Benefits Specialist to discuss benefits and meet COWINS rep. Email will be generated to new employees alerting them of the Employee Fair held quarterly. 

Policies and Procedures

Personnel Files

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.