Working for the City of Colorado Springs is Rewarding
he City of Colorado Springs is a place where people want to come to work each day. We have a culture of excellence and we strive to provide our employees with the very best overall career experience and Total Rewards. We are proud to offer a comprehensive and competitive benefits program to meet the needs of our employees and their families.
Below is an overview of the Total Rewards we offer. For more information, you may download the 2020 Benefits Guide or current employees can find more details on the Benefits & Wellness Intranet page.
- 2022 Open Enrollment Benefits Guide
- 2022 Summary of Benefits & Coverage - Advantage
- 2022 Summary of Benefits & Coverage - Premier
The City of Colorado Springs believes that total rewards is a key part in attracting, motivating, retaining, and engaging talented employees. As a service organization, high-performing employees are key to our success and to providing excellent services to the residents of Colorado Springs. Our compensation strategy is based on best practices, paying successful employees at market average of comparison agencies, and ensuring pay equity. This includes ongoing analysis of the classifications and salary schedule and three types of annual increases – market movement, pay for performance, and pay progressions. Recognizing our fiscal-responsibility, each year’s specific strategies and rates of increase are contingent on available budget.
- Market movement - When market average increases, employees with successful and exceptional performance ratings receive an increase to maintain market competitiveness.
- Pay for Performance - We reward employees who help us achieve the goals of the organization. The amount is based on a matrix of the employees performance score and their salary in relation to the market average and the allowed budget.
- Pay Progressions - On the job anniversary date, successful and exceptional performers receive an increase, if warranted, in order to reach market competitiveness and reward employees for developing in their role.
Some positions may offer shift differentials, overtime, compensatory time off, and other pay practices depending on assigned duties and job classification.
We are committed to assisting you with your professional and personal development needs through learning events available in person and online, mentoring, educational assistance and job-related tools and resources.
The City of Colorado Springs’ mentoring program is an opportunity to help shape the future workforce. Experienced employees are paired with newer employees from other departments to mentor one-on-one or in a group setting. Mentorships help employees grow in their careers by discussing topics such as career planning, conflict management, communication, leadership, goal setting, as well as helps employees get connected with the greater community. Mentor Connect aims to build up the next generation of leaders within the City of Colorado Springs.
The City supports career development, and encourages internal transfers and promotions to support employee growth. Employees are eligible to apply for positions outside their department posted either internally or externally after one year in their position. Employees may apply for internal or external postings within their department at any time.
Rewards and Recognition
An employee-led awards team receives nominations for outstanding employees. Awards are distributed monthly to those who's hard work and effort further the goals of their department and the City. Rewards include City swag, gift certificates, or additional time off. The Champion Award recognizes employees who find cost savings and/or ways of improving efficiency or generating additional revenue.
Service Year Awards
We celebrate our employees who have dedicated their careers to serving the citizens of Colorado Springs. Employees with over 25 years of service (at 5 year intervals) are recognized for their service to the City of Colorado Springs at an annual banquet with the mayor, city council members and department heads.
Work Life Balance
Time Off: Paid Vacation, Sick, Holidays
Civilian: New non-management employees accrue 3.38 vacation hours per pay period (11 days per year), increasing 8 hours annually after 5 years of service to a maximum of 168 vacation hours (21 days) per year. New managers accrue 4.615 vacation hours per pay period (15 days per year), increasing 8 hours annually to a maximum of 208 hours (26 days) per year.
Sworn: New Police and Fire employees accrue 3.69 hours per pay period. New firefighters who work 24 hour shifts accrue 6.53 hours per pay period. Battalion Chiefs accrue an additional 3 shifts of vacation or an annual total of 264 hours.
Sick leave is available for employees in the event of you or your immediate family’s illness or injury.
Civilian: Full-time employees accrue 8 hours of sick leave per month up to a total accumulation of 1056 hours (132 days) plus the current year. Part-time employees accrue a pro-rata share of the full-time accrual. Family sick leave is limited to 480 hours (60 days) per calendar year.
Sworn: Forty-hour regular and probationary employees accrue sick leave at the rate of 9.33 hours per month of continuous employment. Sick leave may be accrued to a maximum of 1056 hours (132 days), plus current year accrual. 24-hour employees accrue sick leave at the rate of 13.07 hours per month of continuous employment.
For more vacation and sick leave information, please check the Policies and Procedures manuals available on the Human Resources available at coloradosprings.gov.
10 days per year. City recognized holidays are:
- New Year’s Day
- Martin Luther King, Jr. Day
- President’s Day
- Memorial Day
- Independence Day
- Labor Day
- Veteran’s Day
- Thanksgiving Day
- Day after Thanksgiving
- Christmas Day
Civilian: All benefit eligible employees will receive 8 hour paid holidays on these days.
Sworn and shift employees: Please refer to the Policy & Procedure Manual for details on how holidays are paid.
Civilian: After six months of employment, employees are eligible for one 8-hour personal day each year.
Sworn: After 12 months of Civil Service employment, all employees eligible for paid holidays receive one 8-hour personal day each year. When departments credit 88 hours of additional personal holiday credit time, 8 hours of the 88 constitutes the employee’s personal day.
Would you like an extra week of vacation? At the City of Colorado Springs we allow benefit eligible employees may purchase vacation time pre-tax, based upon their hourly rate of pay on January 1 of each benefit year. Full Time Employees can purchase a minimum of 8 hours, up to 40 hours ½ Time Employees can purchase a minimum of 4 hours, up to 20 hours. Vacation buy does not rollover so you may use it by 12/31 or any time not used will be paid out at end of year.
The City of Colorado Springs educational assistance program provides financial support for job related educational coursework. Regular employees are eligible to receive tuition reimbursement for up to two classes per semester for undergraduate or graduate classes, as department budgets allow.
Mental and Behavioral Health Services
Employee Assistance Program (EAP)
This free and confidential program through Profile EAP is available to all benefit eligible employees and their eligible dependents. EAP is a professional and completely confidential counseling service designed to help employees and dependents resolve personal and/or work-related issues such as marital, chemical dependency, stress and emotional problems. EAP provides up to six assessment counseling visits for each problem area each year at no charge. The employee medical plan may help cover additional treatment if needed.
- 24/7 Crisis Service
- Work/Life Benefits
- Behavioral health, financial and legal resources
- Depression Care and Sleep Care programs
- Childcare resources
Free and confidential coaching for addiction and recovery. Focus on improving every aspect of your life – not just the part that involves drinking or using.
Meet with a TelaDoc Behavioral Health Specialist which includes providers in the following categories: Psychiatrist, Psychologist, Licensed Counselor, Social Worker or Therapist. Choose the behavioral health specialist that is right for you and continue with that provider as long as you need. Appointments are available seven days a week via web, phone or mobile app, and all visits are $0 copay.
Parking Subsidy (depending on worksite location)
City employees are eligible to receive a discounted monthly parking card once they obtain a parking space if they park at one of the City parking garages. There are three parking garages: one is located on the southwest corner of Nevada and Colorado Avenues (130 North Nevada) across the street from the City Administration Building, another is located near the City Bus Station at 127 East Kiowa Avenue. The third garage is located at 201 North Cascade.
Bike Share Program
City employees can check out a bicycle at the front desk of the City Administration Building to ride to meetings at a different location. When you check out a bicycle, you also get a helmet and bike lock.
City Bus System
City employees, on City business, can ride free. For example, if you work downtown and need to go to Traffic Engineering for a meeting, you simply show your employee identification badge and ride for free. City employees also receive generous discounts on bus passes. A bus pass can be purchased at the Transit Administration Office, 1015 Transit Drive, or through interoffice mail at MC 1449. Call Transit Services at (719) 385-5974 or email email@example.com for additional information. Note: Discounted bus passes are only available to employees who are not receiving a discounted parking card.
Nationwide® pet insurance is available for dogs, cats, birds, and exotic pets. Plans include coverage for your pet’s injuries, illnesses and preventive care. Extra features include access 24/7 to a veterinary professional, emergency boarding, lost pet and multi-pet discounts. Call (877) 738-7874 or visit www.petinsurance.com/coloradosprings or for more information.
TicketsatWork is the leading Corporate Entertainment Benefits provider, offering exclusive discounts, special offers, access to preferred seating, and tickets to top attractions, theme parks, shows, sporting events, movie tickets, hotels, and much more.
Flexible Work Environments
Some positions offer flexible schedules and/or teleworking opportunities.
- Microsoft Home Use products
- Cell phone carrier discounts
We are proud to offer this extensive selection of benefits to meet the needs of our employees and their families. As part of the effort, we are providing you with resources that help guide your decisions and ensure you select the best plans and coverages needed for you and your family. Like most employers, we aim to offer an 80/20 split in employer/employee benefit costs. We are committed to keeping the focus on YOU by providing:
- Carefully selected networks, providers and programs
- Access to top-quality care that is affordable, convenient and effective
- Free or low-cost care (e.g. TelaDoc and City Employee Medical Clinic)
- Added resources to help you find and receive care
All regular, probationary, and special employees scheduled to work 20 hours or more each week may participate in the City of Colorado Springs’ Benefit Programs unless otherwise noted. Employees who elect coverage for themselves are eligible to elect coverage for their eligible spouse and eligible dependents after providing proof of dependent eligibility.
Eligible dependents include spouse and children (up to age 26), as defined by the City’s medical plan. Additionally, you are required to provide social security numbers for dependents enrolled in the medical plan to comply with employer reporting requirements to the IRS for form 1095.
NOTE: Hourly employees may be eligible for medical benefits as mandated by Patient Protection and Affordability Care Act.
Medical, Dental and Vision Insurance
The City offers two self-insured medical plans, the Premier Plan and the Advantage Plan coupled with a Health Reimbursement Account (HRA) component. Both plans feature an in-network and out-of-network benefit. The medical plans give you the option to pay your premiums with pre-tax dollars. Anthem Blue Cross Blue Shield is our PPO Network for both plans. AmeriBen is the medical claims administrator.
- City contribution is the same in each plan but varies by dependent level ofcoverage
- Preventive care costs are $0
- Children are eligible to remain on the plan until age 26
Teladoc® is a convenient, affordable option for a variety of medical services when enrolled on the medical plan, including General Medical and Behavioral Health. Access quality healthcare from the comfort of home, during your lunch break, or while traveling. Teladoc gives you access 24 hours, 7 days a week to a U.S. board certified doctor through the convenience of phone, video or mobile app visits. '
Alternative Medicine Benefit
While enrolled in City’s medical plan, you can be reimbursed for alternative medicine services. The plan pays 50% of claims up to $1000 max per family per year for acupuncture, chiropractic, massage therapy (& Rolfing), homeopathic, and naturopathic medicine. In addition, the plan pays for up to eight visits per year at no cost to you (no max dollar amount) to meet with a dietician or nutritionist.
Preventative Care Incentive
We want employees to take care of themselves and their families, and preventative care is an important part of self care. Annual exams, well woman exams, mammograms, and colonoscopies are no charge when you see an in-network provider. Plus, as an incentive, you'll receive $75 each for you and your spouse if enrolled in the medical plan.
The City offers two dental plans: Delta Hi-Option PPO Dental Plan and Delta Standard DPO Dental Plan. Both options pay 100% for cleanings, oral exams and x-rays when you use a PPO Dentist.
The City offers one vision plan through VSP. This plan provides coverage once per plan year for routine eye exams, frames, lenses, and contact lenses and provides other services such as preferred member pricing on contact lenses and direct delivery to the home.
Employee Medical Clinic and Pharmacy
The Employee Medical Clinic and Pharmacy are available to employees and their family members enrolled on either the Advantage or Premier medical plans. These resources offer many great services while saving you money.
The medical clinic offers on-site lab services and same day appointments for acute and urgent care concerns. Services are similar to what you would see at a primary care provider, including preventative annual exams, school physicals and immunizations, as well as chronic care services and other health management programs.
The employee pharmacy is located in the City Administration building and offers home or desk delivery and over-the-counter medications.
Wellness Programs, Fitness Classes and Gym Discounts
Reach Your Peak
The City offers a Reach Your Peak voluntary, wellness program to all employees enrolled in the medical plan to promote health or prevent disease. Employees can earn $300 for participating in the wellness program’s activities, such as completing a well-being assessment, participating in biometric health screening, health coaching sessions, wellness activities and challenges.
UCCS Wellness Programs
All benefit-eligible City employees can also participate in the UCCS wellness program and mix and match up to four programs at no cost – personal training or cooking classes. Spouses may also participate in these offerings. In addition, employees may participate in group fitness classes and wellness workshops.
The City also works with local gyms to provide discounted memberships for City employees and family members.
Medical Management Programs
Chronic Condition Management
Having a chronic condition can make your everyday life more challenging, but by working with one of AmeriBen’s Registered Nurse Health Coaches you can begin to take control of your chronic health conditions. This program is completely confidential and provided to you at no additional cost to those enrolled on the medical plan. Health conditions covered: asthma, coronary artery disease, chronic obstructive pulmonary disease (COPD), diabetes, gastroesphageal reflux disease (GERD), hypertension.
Tobacco Cessation Programs
If you would like assistance in quitting tobacco, the City offers many FREE Resources to employees and dependents on either medical plan. Employees who are current tobacco users will be assessed a $50 per month premium surcharge if enrolled in one of the City’s medical plans.
Diabetes Ten City Challenge
A diabetes program that provides a no cost, confidential, and voluntary benefit for City employees, spouses, dependents, and retirees, diagnosed with diabetes or prediabetes, who enroll in the City’s medical plan. Personalized one-on-one coaching with a pharmacist to help you manage your diabetes.
For medical plan members with Cardiovascular Disease. Voluntary, Confidential, and no cost to you! Meet with a pharmacist at the City Employee Pharmacy to learn how to better manage your high cholesterol and/or blood pressure.
Basic & Voluntary Life Insurance
The City provieds Basic Life coverage equal to 1.5 times your annual base salary. You may also purchase voluntary term life insurance for yourself, spouse and children.
There are additional benefits available when you enroll that may help you plan better today and face life’s turning points with professional assistance, including: Estate Guidance Will Services, Beneficiary Assist Counseling Services, Travel Assistance with ID Theft Protection, Funeral Concierge Services
Short & Long Term Disability
If you had an unexpected illness or injury and are unable to work, how long would you be able to pay your bills? Disability insurance will help in these situation as it pays a portion of your salary if you’re unable to work due to a covered disability. The City offers Short and Long Term Disability plans. The cost is based on current age, salary, and class. Short Term Disability is paid at 60% and is available for non-work related injuries or illnesses only. Long Term Disability is paid at 66.67%.
Long Term Care
You, your spouse, parents and grandparents are eligible for Long Term Care insurance. This plan is designed to provide financial assistance in the event that you lose the ability to perform at least two activities of daily living. Under the LTC benefit, you may select from different plans. The premium depends on your age and plan choice.
HRA and Flexible Spending Accounts for Health and Dependent Care
Spending Accounts are a great cost savings tool to help with common medical and/or dependent care expenses not covered by your insurance.
Health Reimbursement Account (HRA)
Employees enrolled in the Advantage medical plan are eligible to receive an employer funded Health Reimbursement Account (HRA). The annual funding level is based on your coverage tier, $500 for employee only coverage or $750 for all other coverage tiers. This account allows you to pay for certain medical, dental, and vision expenses with tax free dollars funded by the City.
FSA Health Care
An FSA for Health Care allows you to allocate money on a pre-tax basis to reimburse yourself for qualified medical, dental, and vision expenses for you and your family. Qualified expenses include co-pays, deductibles, prescriptions, and much more.
FSA Dependent Day Care
An FSA for Dependent Day Care allows you to allocate money on a pre-tax basis to reimburse yourself for dependent care services.
Instead of participating in the Social Security System, the City and its Civilian Employees and Elected Officials are members of the State of Colorado pension system that is administered under State law by the Public Employees’ Retirement Association (PERA). Participation is mandatory for eligible employees. To fund future pension benefits, employees contribute 8.5% of PERA-includable salary to their account. The City contributes 14.2% (to include AED & SAED) of the same earnings to the local government division. The employer rate will increase by .02% on July 1, 2021 to 14.22%. Employee rates will not increase in 2021. PERA is a defined benefit plan, and your retirement income is based upon your age, your years of service, and your three to five years of Highest Average Salary (HAS), depending upon your PERA entry date. Most employees hired after 12/31/2018 can choose to be part of the PERA defined benefit plan (DB) or the defined contribution plan (DC). Additional information about PERA benefits is available through PERA at (800) 759-7372, copera.org.
The Colorado PERA DB retirement plan is a hybrid defined benefit plan. It is designed to attract and retain employees who are interested in working in Colorado PERA-covered employment for a large part of their careers, while providing greater portability for shorter careers than a traditional defined benefit plan. Over the years, Colorado PERA has worked with the State Legislature and others to address issues such as portability, cost-of-living adjustments, and overall improvement of the benefits Colorado PERA members receive. These changes have made the Colorado PERA defined benefit plan more flexible and portable. Colorado PERA members and the State of Colorado benefit from a conservative yet innovative approach to public pension management.
Colorado PERA is a defined benefit pension plan with many added features, providing members and retirees with a comprehensive benefit package that includes the following:
Lifetime retirement benefits:
• Good portability provisions
• Tax-deferred interest on member contributions
• Comprehensive disability and survivor benefits
• Annual cost-of-living increases in retirement benefits
FFPA (Sworn Fire and Police Pension Plan)
All Sworn (Fire and Police) employees hired after 2006 are part of the FPPA Statewide Defined Benefit Plan through the Fire and Police Pension Association (FPPA) of Colorado in lieu of Social Security. Participation is mandatory for eligible employees. To fund future pension benefits, employees contribute 11% of FPPA-includable salary (increases to 11.5% for 2021) and the City contributes 8% of the same earnings (increases to 8.5% January 1, 2021).
The following types of retirement are available under the SWDB plan: normal, early, vested or deferred. If a member terminates service before retirement eligibility, the member may qualify for a refund of contributions. Additional information about FPPA benefits is available through FPPA at (800) 332-3772, fppaco.org.
The City and new employees must each contribute to the Federal Government’s Medicare Program at a rate of 1.45% of gross annual earnings.
ICMA Roth IRA and 457 Plans (Voluntary)
ICMA Roth IRA (Voluntary)
- Jump-start your savings with the Payroll
- Deduction Roth IRA
- Earnings may be tax-free
- Start anytime with any dollar amount
- Access to contributions at any time without penalties or taxes
- Flexible withdrawal options
- A great compliment to your supplemental retirement savings plan ICMA-RC’s Payroll
- Roth IRA provides an easy way for you to save directly from your paycheck.
ICMA 457 Plans (Voluntary Deferred Compensation)
- All employees can participate
- A plan similar to a 401(k), but with less restrictions
- Variety of investment choices
- Contributions and earnings are taxdeferred
- Voluntary participation - The City of Colorado Springs encourages all employees to actively participate in their retirement planning. New Hire paperwork includes an automatic enrollment at a rate of 3% into the ICMA 457 defined contribution pension plan. Participation in this plan is not mandatory and employees may opt-out at any time.
Retirement Planning Education
Monthly financial seminars through ICMA-RC, are focused on different topics including:
- Social Security Planning – with a Public Sector Focus
- Credit and Debt Do’s and Don’ts
- How Much Will Retirement Cost Workshop
- College Smarts
- And More
An ICMA-RC representative will also offer on-site personalized appointments throughout the year. If you would like to meet one-on-one with our ICMA representative or attend a seminar/webinar, you can find information on the Benefits and Wellness Intranet page. It is never too late to start saving!
For additional information on the Roth IRA and Deferred Compensation Plan contact: Cherie Mason, 1-800-877-7133, firstname.lastname@example.org
Benefits & Wellness
719-385-5125 or email HR@coloradosprings.gov