ACOVA Assistant Coordinator

POSITION SUMMARY

Assists with professional and technical human service related-work and supervision and/or counseling for the Pueblo County Sheriff’s Office victim assistance program (ACOVA-A Community Organization for Victims Assistance). Assists with recruiting, training, and supervising Victim Response Advocates who offer emotional support and crisis intervention to crime victims in Pueblo County. Provides a broad range of consulting and referrals to victims of crime.

WHAT YOU WILL DO

• Exercises direct and indirect supervision of volunteers and temporary staff, operations and activities. Includes coordinating staff training, assigning and reviewing work, participating in the interview and selection process, making recommendations impacting pay, status and disciplinary action, evaluating performance independently or in conjunction with a higher level supervisor/manager and approving time off and approving staff timesheets.
• Assists with development, planning and implementation of Sheriff’s Office goals in relation to ACOVA.
• Assesses victim’s needs and how they can be met through community resources.
• Responds to call outs for victim assistance to the scene.
• Assists walk in victims as needed at the Police/Sheriff’s Office and work with victims by phone when they call or when conducting follow up calls.
• Provides direct victim service including referrals, crisis intervention, information exchange and support.
• Works with law enforcement officers and staff to provide victim assistance information; serves as a liaison for investigators, deputies and victim and family.
• Helps recruit community individuals to serve in the program; develops and maintains a list of community resources.
• Assists with managing volunteer victim advocates to include, recruitment, selection, ensuring of their basic and on-going training and activity within the program.
• Helps with monitoring and maintaining records, maintains unit supplies, including pagers, call-out supplies and library and external training on victims and related issues.
• Assists with scheduling volunteers to cover calls.
• Performs general administrative functions such as data entry for incident reports, financial reports, mileage reimbursement, archive case records, etc; develop and revise forms as needed.
• Assists with preparing the budget.
• Attends seminars, conferences, workshops, classes, lectures, etc.; as appropriate to enhance and maintain knowledge of trends and developments in the field; reviews professional journals, attends association and professional meetings and otherwise maintain contacts with professionals to facilitate exchange of information.
• Assists with conducting debriefing sessions following major crisis as needed to Victim Response Advocates.
• Remains familiar with Sheriff’s Office record release procedures and arrest procedures as designated by law (e.g. domestic violence, arrest warrants, etc.) as well as bonding and release of individuals.
• Communicates with outside parties in a timely and professional manner appropriately representing the Sheriff’s Office; research and respond to requests for information and issues.
• Performs other duties as appropriate or necessary for performance of the job.
• Assists in arranging fund raisers.
• Attends community events.

WHAT YOU HAVE

Candidates must be at least 21 years of age, have a high school diploma or GED and a valid driver’s license at the time of application. A valid Colorado driver’s license is required at the time of hire. A minimum of six months of related experience that involves working with criminal justice processes and procedures is required. Current first aid and CPR certificates are preferred. An associate degree from an accredited college or university in sociology, psychology, human services, public administration, or criminal justice is preferred.

The selection process includes, but is not limited to, a panel interview. Prior to employment, candidates will complete a background investigation, polygraph examination, and physical examination to include a drug screen. The expected duration of the selection process normally will not exceed two months. Candidates not selected may reapply in the future. This position requires shift work, including weekends and holidays. This position is grant-funded.

Compensation

$4,051.00-$6,077.00 Monthly

(Although the entire range is posted, the position starts at $4,051.00 monthly.)

WHAT PUEBLO COUNTY OFFERS

• Shift differential pay
• Referral/Recruitment incentives
• Trainer pay
• Tuition reimbursement
• Take-home vehicle (Patrol)
• Opportunity to work in many diverse areas
• Comprehensive Benefits package (medical, dental, vision, etc.) (full-time employees)
• Generous Vacation and Sick Leave Accrual
• 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 of Paid Parental Leave Benefits (full-time employees)

EMPLOYEE BENEFITS SUMMARY

• New Year's Day - January 1st
• Day after New Year's Day - January 2nd
• Martin Luther King, Jr. Day - January 19th
• Memorial Day - May 25th
• Employee Appreciation Day - June 3rd
• Juneteenth Day - June 19th
• Independence Day (observed) - July 3rd
• Day before Labor Day - September 4th (Early Release at 12:00pm)
• Labor Day - September 7th
• Francis Xavier Cabrini Day - October 5th
• Columbus Day / Indigenous Peoples' Day - October 12th
• 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***

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DEPARTMENTS SCHEDULED TO WORK ON HOLIDAYS
Due to operational requirements, some employees will be required to work on holidays. The employee must take the holiday by the end of the month following the holiday at a date approved by their Elected Official or Department Director

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.

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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

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