The State Personnel Board ("Board"), is an independent, constitutionally established entity. The Board promulgates rules governing the state personnel system and adjudicates appeals by employees regarding adverse actions that affect an employee's base pay, status, tenure or other rights to which an employee is entitled by law. The Board ensures that state employment is based on merit and fitness and may also use its discretion to grant a hearing for actions that do not adversely affect pay, status or tenure and where the individual does not, otherwise, have a right to a hearing, appeal or review by law or rule. The Board derives its constitutional authority from article XII section 14 and its statutory authority from §§ 24-50-103, et seq., C.R.S. The State Personnel Board consists of five members, two elected by certified state employees and three appointed by the Governor. The Board staff consists of three part time Administrative Law Judges, two Board Assistants and the Board Director.
In addition to important and meaningful work, we offer:
- Strong, secure retirement benefits including PERA Defined Benefit Plan or PERA Defined Contribution Plan plus 401K and 457 plans
- Medical and dental health plans
- Paid basic life insurance
- Short and optional long-term disability coverage
- 10 paid holidays per year plus vacation and sick leave
Description of Job
This position is one of three part time Administrative Law Judges who work four days per week (.8 FTE). The Administrative Law Judge presides over impartial hearings and controls the course of the proceeding; rules on motions and objections; receives written and oral evidence in accordance with applicable law, rules of evidence and rules of procedure; questions witnesses and attorneys on facts and law. Reviews legal briefs and pleadings of the parties; resolves disputed factual and legal issues by weighing and evaluating evidence; assesses witnesses, analyzes exhibits; applies statues, laws and judicial precedents. Determines relevant legal and factual issues by applying critical thinking and legal research. Prepares and issues preliminary recommendations and initial decisions for Board review. Conducts settlement conferences to assist the parties in negotiating a resolution of their disputes prior to going to hearing. Maintains data for assigned cases using dedicated case management software.
Minimum Qualifications, Substitutions, Conditions of Employment & Appeal Rights
- Graduation from an accredited law school AND a minimum of five years of experience practicing law after admission to the bar.
- A minimum of two years of experience within the past five years as an adjudicator in an administrative law venue or in active litigation before an administrative body or bodies as an attorney in private practice or representing a governmental agency.
- Must be licensed to practice law in the State of Colorado for a minimum of five years, have a current license to practice law in Colorado and be an attorney in good standing.
- Prior experience adjudicating as an administrative law judge, hearing officer, magistrate or municipal/county judge.
- Prior experience in employment law and administrative law.
Conditions of Employment: A pre-employment criminal background check will be conducted as part of the selection process. Felony conviction of crimes of moral turpitude or convictions of misdemeanors related to job duties may disqualify you from being considered for this position. Should your background check reveal any charges or convictions, it is your responsibility to provide the Department of Personnel & Administration's Human Resources Unit with an official disposition.
Colorado Attorney Registration Required: Colorado State
Supreme Court Attorney Registration must be provided at the time of application including registration/bar number, status, and full name under which that registration appears.
If you receive notice that you have been eliminated from consideration for the position, you may protest the action by filing an appeal with the State Personnel Board/State Personnel Director within 10 days from the date you receive notice of the elimination. Also, if you wish to challenge the selection and comparative analysis process, you may file an appeal with the State Personnel Board/State Personnel Director within 10 days from the receipt of notice or knowledge of the action you are challenging.
Refer to Chapters 4 and 8 of the State Personnel Board Rules and Personnel Director's Administrative Procedures, 4 CCR 801, for more information about the appeals process. The State Personnel Board Rules and Personnel Director's Administrative Procedures are available at www.colorado.gov/spb.
A standard appeal form is available at: www.colorado.gov/spb. If you appeal, your appeal must be submitted in writing on the official appeal form, signed by you or your representative, and received at the following address within 10 days of your receipt of notice or knowledge of the action: Colorado State Personnel Board/State Personnel Director, Attn: Appeals Processing, 1525 Sherman Street, 4th Floor, Denver, CO 80203. Fax: 303-866-5038. Phone: 303-866-3300. The ten-day deadline and these appeal procedures also apply to all charges of discrimination.
Note: Appeals regarding this specific State Personnel Board recruitment and selection process will be referred to a third party outside of the State Personnel Board itself in order to avoid a conflict of interest.
ADAAA Accommodations: Any person with a disability as defined by the ADA Amendments Act of 2008 (ADAAA) may be provided a reasonable accommodation upon request to enable the person to complete an employment assessment. To request an accommodation, please contact by phone or email at least five business days before the assessment date to allow us to evaluate your request and prepare for the accommodation. You may be asked to provide additional information, including medical documentation, regarding functional limitations and type of accommodation needed. Please ensure that you have this information available well in advance of the assessment date.
Comparative Analysis Information: Only those applicants who demonstrate on the application that they meet the minimum qualifications and submit any required additional documents will continue in the comparative analysis process.
The comparative analysis process for this position may include any or all of the following: 1.) an evaluation of the application materials to determine the candidates that meet the minimum and the preferred qualifications; 2.) structured assessment of a writing exercise and writing sample to determine the most qualified candidates; 3.) Oral interview to further determine skills and abilities related to the position.