Larimer County’s compensation philosophy aims to retain and attract employees who deliver the highest standards of public service to our community. Employees are compensated based on the nature and level of work performed and how well the employee accomplishes the work.
Human Resources
Human Resources
ADMINISTRATIVE SUPPORT |
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The Human Resources Director, or designee, has the responsibility for developing and preparing the formal documents of the AAP. The Human Resources Director is responsible for the effective implementation of the AAP; however, responsibility is likewise vested with each department manager and supervisor. Larimer County’s audit and reporting process is designed to: "As County Manager of Larimer County Government, I am committed to the principles of Affirmative Action and Equal Employment Opportunity. In order to ensure dissemination and implementation of equal employment opportunity and affirmative action throughout all levels of the organization, I have selected the Human Resources Director as the Equal Employment Opportunity (EEO) Manager for Larimer County Government. *The 80% rule of thumb was followed in declaring underutilization and establishing goals when the actual employment of minorities or females is less than 80% of their availability. If the female/minority incumbency percent (%) is less than the female/minority availability percent (%) and the ratio of incumbency to availability is less than 80%, a placement goal should be included in the appropriate “If Yes” column. Our goals did not change and the same two remain in place to increase incumbency of women in Skilled Craft jobs and minorities in Officials and Administrators. | ||
