Program Community Center Specialist

POSITION SUMMARY

Performs program/clerical and facilities maintenance support services for Community Centers operated by the Facilities Department. Participates with center visitors to promote and encourage facility use. Instructs and assist with equipment operation. Leads groups in various activities.Pursuant to the Collective Bargaining Agreement, members of the Public Works bargaining unit will be given hiring preference.

****THIS POSTING MAY BE USED TO FILL MULTIPLE OPENINGS****

WHAT YOU WILL DO

• Manages rentals of facilities: schedules, collects fees, processes rental agreements, handles special requests or complaints, answers questions and assists the public.
• Participates with center visitors in various games or activities to promote and encourage community use of the facility.
• Instructs and assists center visitors in safe use of sports or exercise equipment. Monitors use of equipment, machines and supplies. Knows and applies all applicable safety rules.
• Leads groups in activities such as dancing, sports and aerobic exercise.
• Cleans and maintains buildings including buffing floors, shampooing rugs, cleaning restrooms, vacuuming, sweeping and dusting.
• Grounds and yard maintenance too include picking up trash.
• Sets up and takes down furniture and sound equipment for meeting or activity areas.
• Responsible for opening and closing the Community Center and reporting damage and/or vandalism to law enforcement as needed.
• Checks inventory; loads, transports, unloads and stores supplies.
• Removes ice and snow when required.
• Financial responsibility for cash handling and rental record keeping.
• Prepares weekly reports for the Recreation Supervisor.
• Maintains building, health, safety license and equipment; maintains warranty information concerning Center’s equipment. Issues, collects and maintains permission slips, hold-harmless agreements, etc. as required.
• Performs other duties as appropriate or necessary for performance of the job.

WHAT YOU HAVE

EDUCATION:

• High school diploma or GED equivalency required.
• Successful completion of courses in office practices and/or recreational activities preferred.
• Bilingual (English/Spanish) preferred.

EXPERIENCE:

• Minimum of two years of relevant work experience required.

LICENSE/CERTIFICATE:

• Valid driver’s license at the time of application and a valid Colorado driver’s license at time of hire required.

NOTE: For preferred qualifications, the substitution of any combination of relevant and related education, training, and/or experience that provides the required knowledge, skills, and ability may be considered, including by way of example, specific experience or skill-based qualifications that may substitute for certain educational requirements, or a combination of relevant education and experience including supervisory experience. *** Must successfully pass background check

WHAT PUEBLO COUNTY OFFERS

• Comprehensive Benefits package (medical, dental, vision, etc.) for full-time employees
• Generous Vacation and Sick Leave Accrual
• Remote & Hybrid working opportunities
• County Retirement Program
• Autonomy to grow and find your career path with supportive leadership
• Truly inclusive and diverse environment
• Fitness Center (Historic Pueblo Courthouse Building)
• May be eligible for up to 12-weeks Paid Parental Leave Benefits (full-time employees)

Benefits

EMPLOYEE BENEFITS SUMMARY

REMAINDER OF 2026 PAID HOLIDAYS

• Veteran's Day - November 11th
• Day before Thanksgiving - November 25th (Early Release at 12:00pm)
• * Thanksgiving Day - November 26th
• * Day after Thanksgiving - November 27th
• * Christmas Eve Day - December 24th
• * Christmas Day - December 25th
• Day before New Year's Day - December 31st (Early Release at 12:00pm)
• One Personal Day (County employees will have one paid personal day off in 2026. This paid day off is to be chosen by the employee and approved by their Elected Official or Department Director.)
• = Regular Part-Time Employees who are scheduled to work on a 2026 Holiday will receive Holiday Pay for two (2) of the Holidays of their choice (marked with the single asterisk * above) as approved by their Elected Official or Department Director
• When a holiday falls on a Saturday, Friday will be celebrated as the County holiday
• When a holiday falls on a Sunday, Monday will be celebrated as the County holiday
• Early releases are at the discretion of the Elected Official or Department Director and may vary based on the operational needs of their offices/departments.
• All time off work taken by County employees for the days designated as Early Release shall be considered holiday time off for purposes "worked time" in determining Overtime in accordance with the Fair Labor Standards Act (FLSA).
• If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday
• The following time off types will not contribute to the daily or weekly overtime calculation: Unpaid Days Off, Unpaid Personal Days, and Unpaid Early Release Days.
• Any employee that is required to work by their supervisor on a designated Unpaid Day Off, a designated Unpaid Personal Day or during a designated Unpaid Early Release period shall be paid for work required and performed during such days and periods.
• No employee may work during an Unpaid Day Off, an Unpaid Personal Day, or during an Unpaid Early Release period without the express authorization of their supervisor. This Resolution contemplates and authorizes supervisors to direct work during Unpaid Days Off, Unpaid Personal Days, or Unpaid Early Release Periods for community safety and County government essential activities such as snow removal, social worker visits for child welfare and other family emergencies, response to emergency calls by facilities and fleet employees, and required court appearances by County employees.
• For weeks in which an Unpaid Day Off or an Unpaid Early Release takes place, County Exempt employees are designated as Non-Exempt employees under the Fair Labor Standards Act. Those employees so designated will be required to clock in and out of work via email to their Director for all days worked during weeks that include an Unpaid Day Off.
• No employees shall be permitted to work over 40 hours during a week that includes an Unpaid Day Off or an Unpaid Early Release without the express written authorization of their Director or Elected Official.

*** The above 2026 Holiday Schedule Resolution was originally approved by the Board of County Commissioners on December 15th, 2025 and then revised on February 12th, 2026 & March 12th, 2026*** ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

UPCOMING 2027 PAID HOLIDAYS

• New Year's Day - January 1st
• Martin Luther King, Jr. Day - January 18th
• Presidents' Day - February 15th
• Memorial Day - May 31st
• Juneteenth Day (observed) - June 18th
• Independence Day (observed) - July 5th
• Labor Day - September 6th
• Francis Xavier Cabrini Day - October 5th
• Veteran's Day - November 11th
• Employee Appreciation Day - November 24th
• Thanksgiving Day - November 25th
• Day after Thanksgiving - November 26th
• Christmas Eve Day - December 24th
• Christmas Day (observed) - December 25th
• New Year's Eve- December 31st
• Personal Leave - 16 hours - All full-time County employees will receive 16 hours of Personal Leave in 2027, regardless of position, schedule, department, or office. Use of Personal Leave is selected by the employee and subject to approval by their Chief Officer, Department Director, or Elected Official.
• When a holiday falls on a Saturday, the County observes it the Friday before; when it falls on a Sunday, the County observes it the Monday after; unless the annual resolution states otherwise.
• Regular part-time employees scheduled to work on a holiday will receive holiday pay for two (2) holidays of their choice, as approved by their Chief Officer, Department Director, or Elected Official.
• All County employees will receive the equivalent of 2 average workdays (16 hours) as Personal Leave in 2027. While we understand some offices/departments work varying schedules, this is the BOCC's way of keeping the personal leave fair and consistent. Personal Leave time is to be chosen by the employee and approved by their Chief Officer, Department Director, or Elected Official. Personal Hours are added to the employees’ Personal Leave Balance in Workday on January 1. Personal hours are given at the beginning of each calendar year based on BOCC approval and do not roll over from year to year. Consider them a use or lose benefit.
• If an employee is absent the day preceding or following the holiday without prior approval, the employee will not be paid for the holiday.
• If an employee needs to work on a County recognized holiday and has received the authorization to do so by their Supervisor, Chief Officer, Department Director, or Elected Official, the hours worked on said holiday will be paid as normal work hours. However, the employee can request to bank the number of hours worked as the equivalent of banked holiday hours which will be added to the Personal Leave balance in Workday. Employees will have until the end of the calendar year to use those hours. Personal leave hours do not roll over from year to year. Questions on how to bank Holiday Hours Worked should be directed to the Human Resources Department.
• The following time off types will not contribute to the daily or weekly overtime calculation: Unpaid Days Off, Unpaid Personal Days, and Unpaid Early Release Days.

*** The above 2027 Holiday Schedule Resolution was originally approved by the Board of County Commissioners on October 13th, 2026 *** ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~SICK LEAVE Regular full-time employees accrue eight (8) hours per month with a maximum accrual of 960 hours.

VACATION LEAVE

• Upon initial date of hire: earn eight (8) hours per month with a maximum accrual of 144 hours.
• After 5 years: earn twelve (12) hours per month with a maximum accrual of 216 hours.
• Ater 10 years: earn sixteen (16) hours per month with a maximum accrual of 288 hours.

RETIREMENT All Regular Full-Time employees and Elected Officials are required to participate in the County Retirement Plan upon completion of one (1) month of continuous employment. A pre-tax deduction of 8.25% will be deducted from the employee's monthly pay. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

EMPLOYER MEDICAL CONTRIBUTION

Pueblo County's contribution toward the purchase of your benefit options on a tiered approach and based on which medical plan you elect.

If Benefit Selections:

• Are greater than the employer contribution dollar amount, the difference is deducted from paycheck
• Are equal to the employer contribution dollar amount, there is no effect on pay
• Are less the employer contribution dollar amount, additional pay or cash back is not optional

~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ MEDICAL INSURANCE - ANTHEM BLUE CROSS/BLUE SHIELD (optional) Medical, Dental, & Vision Rates and Tiers that are in BLACK are for the 2026 Plan Year (effective January 1st, 2026) Medical, Dental, & Vision Rates and Tiers that are in RED are for the 2027 Plan Year (effective January 1st, 2027) NOTE: All Rates are shown on a per month basis which aligns with our monthly pay schedule

HIGH DEDUCTIBLE HEALTH PLAN

Employee OnlyEmployee + One Employee + Family Employee Contribution -$29 $115 $191

Employer Contribution $852$1,428 $1,938

Total Premium $823 $1,543 $2,129

HIGH DEDUCTIBLE HEALTH PLAN

Employee Only Employee + One Employee + Child(ren) Employee + Family

Employee Contribution $130 $285 $233 $415

Employer Contribution $734 $1,617 $1,323 $2,351

Total Premium $864 $1,902 $1,556 $2,766

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PPO

Employee OnlyEmployee + One Employee + Family Employee Contribution$29$260$382 Employer Contribution $860$1,453 $1,969

Total Premium$889$1,713 $2,351

PPO

Employee OnlyEmployee + One Employee + Child(ren)Employee + Family Employee Contribution $139 $305 $250 $444

Employer Contribution $786$1,730 $1,415 $2,516 Total Premium $925 $2,035 $1,665 $2,960

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HMO w/ Deductible

Employee OnlyEmployee + One Employee + Family Employee Contribution$123$442$647 Employer Contribution $876$1,484 $2,014

Total Premium$999$1,926 $2,661

HMO w/ Deductible

Employee OnlyEmployee + One Employee + Child(ren)Employee + Family Employee Contribution $157 $345 $282 $502

Employer Contribution $889$1,956 $1,601 $2,845 Total Premium $1,046 $2,301 $1,883 $3,347

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Low HMO

Employee OnlyEmployee + One Employee + Family Employee Contribution$157$507$738 Employer Contribution $881$1,495 $2,030

Total Premium$1,038$2,002 $2,768

Low HMO will NOT be offered in 2027

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DENTAL INSURANCE - AMERITAS (optional)

Employee OnlyEmployee + One Employee + Family Employee Contribution$20$43$66 Employer Contribution $7$17 $25

Total Premium$27$60 $91

Employee OnlyEmployee + One Employee + Child(ren)Employee + Family Employee Contribution $20 $42 $55 $66

Employer Contribution $7$14 $10 $32 Total Premium $27 $56 $65 $98

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VISION INSURANCE - ANTHEM BLUE CROSS/BLUE SHIELD (optional) Note: There is no Employer Contribution to Vision Insurance

Employee OnlyEmployee + One Employee + Family Employee Contribution$6$12$19 Employer Contribution $0$0 $0

Total Premium$6$12 $19

Employee OnlyEmployee + One Employee + Child(ren)Employee + Family Employee Contribution $6 $13 $11 $19

Employer Contribution $0$0 $0 $0 Total Premium $6 $13 $11 $19

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LONG TERM DISABILITY - THE STANDARD (required) Coverage pays 60% of your wages up to $4,800 with a 90-day waiting period.Your monthly cost = (monthly pay)/100 x 0.410

BASIC LIFE AND AD&D BENEFIT (required) Employees are required to purchase the basic option for $3.10, however, they may elect to purchase additional coverage.

FLEXIBLE SPENDING ACCOUNT (optional) This benefit allows you to pay for certain expenses (medical and/or dependent care needs) with "pre-tax" dollars. You specify the dollar amount you would like deducted from your monthly paycheck (minimum of $25), then when you incur an eligible expense, you pay it. Then you submit a claim form and original receipt for reimbursement. Note: According to IRS rules, any funds left in your FSA account(s) at the end of the year cannot be returned to you. They are considered "use or lose" funds.

ADDITIONAL INSURANCES/BENEFITS (optional)

• Optional Life Insurance
• Spouse/Dependent Life Insurance
• Other Self-Funded Retirement Plans

*** These are post-tax benefits. ***

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Any questions? Please contact our Human Resources Department at: hr@pueblocounty.us