spacer
TopL
spacer
spacer
About Us
Career Service Authority (CSA) is Denver’s official human resource agency. We maintain a competitive merit system that provides equal employment opportunity to all applicants.

CSA’s Recruiting team is dedicated to serving as business partners with all agencies to source and recruit the top professional talent for the City and County of Denver. Our recruiters provide full life cycle recruiting services from the initial strategy meeting through job offers.

The Career Service System
In 1954, CSA was established by charter amendment because the voters of Denver decided they wanted their City government to operate by merit. Under the merit system, applicants are given a chance to compete and be hired based upon their knowledge, skills, and abilities, without regard to their race, creed, national origin, political affiliation, age, sex, sexual orientation, or disability.
 
The CSA Executive Director is Nita Mosby Henry.

CSA Board 
The Career Service Board consists of five Denver citizens appointed by the Mayor for five-year staggered terms. The Board provides oversight for CSA. Its charge is to maintain the merit system, which is the foundation of the Career Service personnel system. It is responsible for setting policy, considering appeals and making rule changes that enhance the work environment. Click for more information on the CSA Board.
 
Mission, Vision, and Guiding Principles
CSA upholds the merit system by providing human resource services to employees and agencies within the City and County of Denver for the benefit of the employees and the Denver community.

Our vision is to set the standard for human resource best practices by;

  • Providing efficient, effective customer service
  • Valuing employee growth and development
  • Communicating effectively
  • Fostering inclusion, fair treatment and teamwork
  • Creating collaborative partnerships

Our guiding principles include:

Customer Service
Our customers are our reason for being.  They are our priority in all discussions, decisions, and actions.  We build long-term relationships based on honesty and  professionalism.  We focus on excellence to improve the services we deliver.

Integrity
We demonstrate integrity by speaking and acting truthfully; following through on commitments; and practicing high ethical standards.

Strategic Partnerships
We form collaborative, strategic partnerships focusing on solutions to challenges.  We establish long-term alliances resulting in identifiable benefits and enhanced performance to the City.

Growth
We promote and support continuous learning and development opportunities, creativity and innovation.

Diversity
We are an organization with a workforce that reflects the Denver community.   We embrace diversity in our people and services as a core value and business necessity. 

Respect
We value and respect all people by appreciating their contributions and treating them with honesty and compassion.  We build trust by understanding others’ perspectives, by demonstrating our competence, and learning from our experiences.

spacer
spacer
Selection/Recruitment Process
CSA is responsible for providing qualified candidates to City agencies for hiring consideration. This involves recruiting applicants, developing examinations, administering and scoring examinations, and certifying eligible candidates to City agencies.

 
Certification
Candidates who have been "certified" are eligible for hire into a career service position. Certification means that the candidates meet the minimum qualifications for the class, have completed an examination process and been placed on a list in rank order, based upon examination results. The top twenty names are then "certified" to the agency, which means the agency receives the certified names to contact for a hiring interview. Certification does not guarantee a job offer. The agency is required to interview three certified candidates. Once hiring interviews have been completed, the agency contacts CSA with certification results and provides notification of interview results to the people interviewed. Eligible lists typically last for ninety days and may be extended. Some lists may be abolished before the list expires.

Applicant Processing
Once the job posting is closed, all applications are reviewed for minimum qualification requirements to determine qualification for further testing. Applicants who do not qualify are notified by mail or email depending on the applicants' stated preference. Applicants who qualify proceed to the next phase of the examination process which may include a written test, an assessment interview, a critical incident evaluation, performance test, or other examination. Once the testing process is complete, examinations are scored and candidates are notified of test results. Names of candidates who pass the examination are placed on an eligible list in rank order of scores, from highest to lowest
spacer
spacer
Related Links
TopR
BottomL
BottomM
BottomR