SCOPE:  This Policy and Procedure applies to all employees of Larimer County and employees of the Office of the District Attorney, Eighth Judicial District (reference G), with the exception of employees of the Larimer County Sheriff's Office pursuant to Larimer County Policy BCC P# 15A (reference F).

RESPONSIBILITY:  The Human Resources Director administers this policy.


  1. Section III
  2. Section IV, G



Employees are hired and advanced through open competition based on qualification and potential for quality job performance and overall job-person fit.  To assist in achieving non-discriminatory recruiting and employment, the County complies with all applicable Equal Employment Opportunity (EEO) laws (reference B) and its EEO policy (reference A).

To apply for a County vacancy, applicants must complete a County online application form and any other required documentation by the deadline date and time noted on each announcement.  Applicants may include a resume or other relevant information along with the County application.  An applicant must submit an application for each position for which he or she wants consideration.  Only applications submitted through the County online job system are eligible for consideration unless otherwise approved by the Human Resources Director.  Applications are accepted for current vacancies, in addition to positions with ongoing eligibility lists.


A.  Vacancies are posted by the Human Resources Department as either internal only opportunities or public announcements.  All advertising/postings for County positions include a statement that Larimer County is an Equal Employment Opportunity (EEO) employer (reference B).

B.  All vacancies are typically posted on the County website for a minimum of eight (8) days.

C.  Vacancy announcements may be advertised as appropriate.  All advertising/media costs are the responsibility of the hiring department or office.



A.  The County Human Resources Department retains all applications for employment.  Screening may be conducted by Human Resources or the hiring department/office.  All applications must be screened on the basis of the job-related knowledge, skills, and abilities which indicate greatest potential for quality job performance.  All candidates must be screened and interviewed in the same manner with the same core questions.

B.  Applications are screened first on minimum qualifications.  Applicants not meeting the minimum employment qualifications are eliminated. The applicants meeting minimum qualifications are then screened on the basis of best qualified in terms of job-related criteria.

C.  After screening is completed, the hiring department office will then choose the top candidates for interview.

D.  If there aren’t enough qualified applicants, the hiring manager may choose to repost the position until a sufficient number of qualified applicants is obtained.

E.  The hiring manager makes the final selection for hire, and notifies the Human Resources Department

F.  Hiring managers should notify all candidates of the status of their application within 15 days of a posting close date.

G.  Hiring of Related Persons: A person related through marriage, including in-law relationships, blood relationships or through adoption, will not:

  • participate in any decision to hire, retain, promote, discipline
  • determine the salary
  • influence the employment status or compensation

of that person. The Decision Maker will reorganize workflow, reporting structures, etc. with approval from the Human Resource Director or designee (see enclosure 4).

Hiring Managers will not grant competitive advantage to related persons of an employee.


Once the candidate is onboarded, any printed candidate materials will be shredded by the department.  All offer letters, employment applications and new hire paperwork are stored online for the appropriate records retention period by Human Resources (reference G).  Any interviewing and hiring documents will be sent to the Human Resources Office for storage for the appropriate retention period.

If an employee from one County department or office is hired by another, the hiring department or office assumes all leave time and any other applicable benefits the transferred employee has accrued.  For compensation questions regarding the transfer, reference the Compensation Policy (Larimer County Human Resources Policy 331.5).  Hiring Managers screening a current or former County employee may review the personnel file by contacting Human Resources.


A.  New employees are required to provide evidence of eligibility for employment as established by the Department of Homeland Security - U. S. Citizenship and Immigration Services-USCIS (reference C) and must complete the appropriate portions of Form I-9 (enclosure 2).  The I-9 must be completed within the timeframe required by the USCIS.

B.  Each department or office will designate an employee to complete the employer's portion of the Form I-9 (enclosure 2).  The completed I-9, and photocopy of the employee's eligibility documentation must be uploaded into Onboarding.  Any problems which may exist with the employee's documentation must be resolved within the timeframe required by USCIS.

C.  In the event that a new employee is having difficulty producing the required documentation within three business days, the Decision Maker or designee will contact a Human Resources Generalist immediately.  If the employee cannot produce the required documents within the required timeframe, the employee may not perform further work for the County until the employee is able to produce the required documents.

D.  Hiring departments or offices will not maintain or duplicate copies of the I-9 forms and substantiating documents.  The Human Resources Department will retain the I-9’s and photocopies of the employee's eligibility documentation in separate files.  These files will be kept confidential and used only for the purpose of compliance with applicable law.


A.  Job postings for a Limited Term position must include “Limited Term.”

B.  Applicants interviewed for Limited Term positions will be informed of the Limited Term nature of the position.  Those individuals hired into a Limited Term Employee position must sign the acknowledgement form (enclosure 1).


A.  Background checks are tailored to the duties of the position.  Hiring managers will consult with the Human Resources Department in deciding the scope of a background check.

If, as a result of information received in a background check, the hiring manager plans to discontinue consideration of an applicant, or plans to take a disciplinary action against an employee, the hiring manager will consult with a Human Resources Generalist about the appropriate process.

B.  Background checks may be performed in-house or through a consumer reporting agency (third party vendor).  Checks performed by a consumer reporting agency must comply with the Fair Credit Report Act (FCRA) (reference D).  Departments or offices conducting background checks outside a consumer reporting agency should notify Human Resources of the background check and the reason for it.

Exploration or use of an applicants’ social media account, or internet searches may be a form of a background check.  Before performing this type of background check, hiring managers should discuss it with their Human Resources Generalist.  Departments or offices cannot require a candidate to grant them access to the candidates’ social media account(s).

C.  Consumer Reporting Agency Background Checks under the Fair Credit Reporting Act (FCRA):

1.  Applicants for employment and current employees must sign the FCRA Disclosure & Authorization form in order for the County to obtain a background check from a consumer reporting agency.

2.  The County is legally required to respond to applicant and employee inquiries about a consumer reporting agency background check within five (5) days following receipt of the inquiry.

D.  Verification of Applicant’s Prior Experience, Education, and References: 

1.  Before making an offer of employment to an applicant, the hiring manager may verify the experience and education claimed by the applicant.  The hiring manager may also contact personal or professional references of the applicant during this time.  Any of these verifications may be done by the hiring department or through the background check vendor selected by Human Resources.

E.  Medical Information:

1.  Medical information may only be requested after a conditional offer of employment is made to an applicant, or the applicant expresses a need for reasonable accommodation.  The information sought must be relevant to the applicant's ability to perform the essential functions of the job and be consistent with business necessity.  If the applicant is requesting a reasonable accommodation, the hiring manager should contact a Human Resources Generalist.

2.  Medical information obtained on a candidate will be kept separate from other records and will be kept confidential.

F.  Drug Testing:

1.  Except for those jobs listed in Section (F)(3) below, all applicants will be required to undergo a post-offer, pre-employment drug screen.  All offers of employment are contingent upon a satisfactory result of testing.  The contingent offer of employment shall be withdrawn for any applicant who tests Non-negative or Positive pursuant to the Human Resources Policy 331.4.25, Section III, Drug and Alcohol-Free Workplace (reference A).

2.  Applicants who refuse or fail to submit to testing on the originally scheduled date shall not be considered further for employment, except as approved by the Human Resources Director or designee.

3.  The following Temporary jobs are not subject to pre-employment Drug Testing:

a.  Board of Equalization (BOE) jobs
b.  Senior Tax Work-off positions
c.  Individuals rehired within 90 days of separation
d.  Election jobs will be reviewed on an annual or as needed basis by the Human Resources Director or designee
e.  Other jobs as approved by the Human Resources Director in consultation with the Risk Manager

4.  Vacancies for jobs requiring drug testing will include a statement in the job posting that a drug test is required.



Hiring managers may offer sign on bonuses to candidates for hard to fill, executive-level, or other special circumstances when approved by the County Manager.  Hiring Managers wishing to offer such a bonus should first obtain approval of their Decision Maker, and then consult with a Human Resources Generalist prior to submitting the request to the County Manager (enclosure 3).





Steve Johnson
Chair, Board of County Commissioners
(Approved by BCC – Consent Agenda – 12/15/2020)
(Signature on original filed in Records Management)

All County Department and Elected Officials
Records Management SOP Manual (original)



DATE:  December 15, 2020

EFFECTIVE PERIOD:  Until Superseded

REVIEW SCHEDULE:  Every three years in June, or as needed

CANCELLATION:  Human Resources Policy and Procedure 331.2F; July 28, 2020


1.  Limited Term Employee Acknowledgement Form – LCHR-84 (03/17)
2.  Employment Eligibility Verification – Form I-9 (07/17)
3.  Non-Cash Bonus and Award Form - LCHR-9 (1/17)
4.  Request Written Approval from Director of Human Resources (12/18)


A.  Human Resources Policy and Procedure 331.4.25, Legal Compliance
B.  Equal Employment Opportunity (EEO) Laws
C.  Immigration Reform and Control Act of 1986
D.  Fair Credit Reporting Act (FCRA), 15 U.S.C. § 1681
E.  Larimer County Policy BCC P# 15A; Sheriff’s Department Personnel Policies
F.  Governing Policy: Policy 3.2 - Treatment of Staff
G.  Administrative Policy and Procedure 351.4/Records Retention Program


Human Resources Department

HOURS: Monday - Friday, 8:00am-4:30pm

200 West Oak, Suite 3200, Fort Collins, CO 80521
PO Box 1190, Fort Collins, CO 80522
PHONE: (970) 498-5970 | FAX: (970) 498-5980
Email Human Resources