Property Assessor Jobs in Colorado (NOW HIRING)

• Location 203 Eureka Street,Central City, CO, 80427,United States
• Base Pay $74,320.00 - $114,216.00 / Year
• Job Category Assessor
• Employee Type FT Exempt

Contact information

Description

Supervised by: Assessor

Supervises: Directly or indirectly supervises all staff

Salary Range: E5 - $74,320 - $114,216

Hiring Range: $74,320 – $94,268

Classification: Exempt

Status: Full-Time

Primary Responsibility:

• Performs complex database queries and provides technical, administrative, and operational support for the Assessor's Office.
• Processes and verifies Notices of Valuation and Notices of Determination. Coordinates protests in May and abatement requests for current and prior years, processes abatements and refunds by handling correspondence and submitting requests to the Assessor for approval, forwards approvals to the Board of County Commissioners and the Division of Property Taxation, and works with the Assessor and appraisers on court and Board of Assessment Appeals preparation.
• Prepares the Abstract of Assessment and submits it to the State of Colorado.
• Creates Certifications of Value for each taxing authority and distributes them to all taxing authorities, County finance officers, and the Division of Property Taxation.
• Prepares Tax Warrants for submission to the County Treasurer and follows the procedures required by the state audit according to the annual calendar.
• Gathers information for the annual audit with the state-appointed auditor.
• Provides detailed reports to County offices, including the Clerk and Recorder, Treasurer, and taxing authorities.
• Oversees the senior exemption program and the qualified disabled veteran and gold star spouse exemption programs. This includes processing applications, maintaining and updating database information related to sales and deaths, balancing with the Treasurer, and sending reports to the Division of Property Taxation.
• Provides data reports to the public, including account public extracts, building characteristics, sales reports, subdivision and tax area reports, permit information, and mining claim information with owner data.
• Maintains a current and accurate understanding of Colorado property tax law concerning property valuation, assessment procedures, and Assessor's Office policies, and communicates that information to staff and the public.
• Ensures that office operations continue smoothly in the event of the Assessor's absence or an employee's absence or inability to perform assigned duties. This position provides leadership and critical decision-making to ensure operations continue uninterrupted and serves as a consistent bridge between elected Assessor terms.
• Assists with budget preparation, coordinates annual training classes and workshops for employees, ensures compliance with organizational policies and relevant federal, state, and local laws, rules, regulations, codes, and statutes, and is responsible for receiving, coding, and processing invoices and PCard transactions.

Requirements Ability to Perform the Work

• The Chief Deputy must establish and maintain courteous and effective working relationships with employees, the public, and other agencies.
• The position requires the ability to navigate complex legislative changes from year to year and coordinate projects necessary to accomplish office goals and objectives.
• Must work efficiently and effectively as both a team member within the department and a collaborative partner with other departments.
• The position requires independent judgment, strong organization, the ability to set priorities, the ability to meet critical deadlines, and the ability to follow up on assignments with minimal direction.

Mental and Physical Demands

• The position requires the ability to reach, grasp, handle, stoop, kneel, and bend in order to place and retrieve stored information, including files, forms, reports, and equipment.
• The position requires the ability to exert up to 25 pounds of force occasionally and up to 10 pounds of force frequently or constantly to move objects.
• The position requires concentration and close attention to detail, with frequent breaks in concentration associated with answering phones or speaking in person with clients requiring assistance.

Experience and Work Ethic

• The Chief Deputy must demonstrate superior proficiency in written and verbal communication, including the ability to communicate effectively with the County Manager, peers, contractors, subordinates, and the public.
• The position requires the ability to read, understand, and explain County policies and ordinances related to the position.
• Must demonstrate exceptional problem-solving and conflict resolution skills in a professional or governmental setting.
• Requires professional judgment, strong organization skills, creativity, flexibility in a changing environment, and the ability to meet required deadlines.
• The Chief Deputy must demonstrate a high degree of ethics, integrity, and accountability when handling sensitive information and public matters.
• Requires a commitment to ensuring County codes, policies, and statutory requirements are consistently applied regardless of external pressures, personal feelings, or relationships associated with individual matters.

Technology

• The Chief Deputy must be proficient in standard office software, including Microsoft Office Suite, and must have the ability to learn and effectively use County-specific systems and databases.
• The position requires experience effectively using computer hardware, peripherals, and standard computer software programs, as well as a willingness to learn new duties and technology-related skills as required or needed.

Civic Minded

• The Chief Deputy must demonstrate a strong understanding of and commitment to public service within a county government environment.
• Must work effectively both independently and as a team member.
• The position requires the ability to be innovative and creative in the management of financial resources in an often changing and challenging environment.
• Attends and actively participates in meetings and uses good judgment when necessary.
• The position requires the ability to present professionally to large and small groups while representing the interests of the County.
• The Chief Deputy must review and evaluate operating procedures and recommend improvements.
• The Chief Deputy applies federal, state, and local laws, codes, and regulations as they relate to the work of the Assessor's Office.

Personal Responsiveness

• Establish and maintain effective working relationships with co-workers, elected and appointed officials, businesses, and the general public, and must communicate effectively.
• The position requires a self-directed and self-motivated approach to job-related tasks.

Qualifications - Knowledge, Skills, and Abilities

• The position requires demonstrated ability to perform high-level administrative, operational, technical, and coordination functions in support of the Assessor's Office.
• Progressively responsible experience in county government, public administration, assessment, property records, finance, customer service, office administration, or a closely related field is preferred.
• The position requires technical knowledge and proficiency with Microsoft Office Suite, including Microsoft Word, Excel, PowerPoint, Outlook, Publisher, and Adobe, as well as the ability to learn and effectively use County-specific systems and databases.

Additional Requirements

• The selected candidate must possess a valid Colorado Driver's License, or the ability to obtain one within six months of employment, with a safe driving record.
• The selected candidate must possess FEMA IS-100 and FEMA IS-700 within six months of employment. Training may be provided after hire.
• Any combination of experience, training, and demonstrated ability that provides the required knowledge, skills, and abilities, as determined by Gilpin County, may be substituted for the qualifications above.

Summary

The above statements are intended to describe the general nature and level of work. They are not intended to be an exhaustive list of requirements, duties and responsibilities. Gilpin County provides reasonable job-related accommodations for disabled persons. Must pass drug screen and pre-employment screening.

*Part-time and Temporary staff are ineligible for the following benefits: medical, dental, vision, 401A, Life Insurance, Short-term & Long-term Disability plans in additional to Long-term care. See the benefit details at the end of the job posting for part-time options.

Benefits for Full Time Employees:

Paid Holidays: Gilpin County provides 13 paid holidays per calendar year. An employee will be paid ten (10) hours per holiday.

Vacation: The first year of employment, (based on the anniversary of the hire date) full-time employees are given 40 hours of vacation and earn 3 hours of paid vacation leave bi-weekly. After that time, leave shall accrue as follows:

Lump Sum on Date of Hire (Hours)

Hourly Accrual Rate

40

3

13 – 60 months

-

5

61 – 120 months

-

7

121+ months

-

8

Full-Time employees are encouraged to take their earned vacation leave each year. Vacation time accrual shall cap at the maximum amount and shall not exceed the maximum accrual amount, based on total months of service.

Months of Service

248

61 – 131

268

132 – 192

288

193 – 239

308

240+

328

Sick Leave: Full-Time employees shall accrue four (4) hours of sick leave each bi-weekly pay period. The maximum sick leave that may be accumulated by such an employee is 600 hours.

Medical Plans: Gilpin County offers two medical plans with Kaiser and United Health Care. Gilpin County offers a Health Reimbursement Account (HRA) for all employees to cover co-pays, deductibles, and other medical expenses. Employees are eligible for benefits the first of the month following 30 days of service. This HRA card will have $3,000.00 on it for an individual or $6,000.00 for a family. Both plans have a max out of pocket for $1,000 individual or $2,000 per family after the use of the HRA card for in network expenses.

United Health Care Monthly Employee Cost:
Employee Only/Employee and Spouse/Employee and Child(ren)/Employee and Family
$80.85/$167.72/$149.40/$234.30

Kaiser Permanente Monthly Employee Cost:
Employee Only/Employee and Spouse/Employee and Child(ren)/Employee and Family
$72.60/$152.62/$134.47/$210.90

Dental Plan: Gilpin County offers dental coverage through Delta Dental with PPO and Premiere network coverages. Individual deductible at $50 and family deductible at $150. In network coverage for preventative and diagnostic services are covered 100%, basic services covered at 80%, major services at 50%, and ortho covered at 50% with a $2,000 max. The plan offers a “Right Start 4 Kids” plan that covers most children basic services up to their 13th birthday at 100% with no deductible (some exclusions apply). Annual max this plan pays for covered dental services is $2,000 per individual covered on the plan.

Delta Dental Monthly Employee Costs:
Employee Only/Employee and Spouse/Employee and Child(ren)/Employee and Family
$0.00/$28.71/$54.00/$72.50

Vision Plan: Gilpin County offers vision coverage through VSP. In network coverage includes copays at $10 copays with an allowance of $175 per pair of either one prescription eyeglasses or contacts yearly on a 12-month calendar basis and discounts on Lasik.

VSP Vision Monthly Employee Costs:
Employee Only/Employee and Spouse/Employee and Child(ren)/Employee and Family
$0.00/$3.20/$3.40/$5.60

Retirement: Two retirement savings plans are available through the Colorado Retirement Association: 401(a) and 457 Deferred Compensation Plans

The 401(a) has a 5% required full match with a 4-year vesting period.

The 457 Plan is optional and has Pre-tax and Roth Options available. After four years of service, this plan could also include a County match as described below.

Social Security, as required by law: 6.2% required full match.

Effective July 8, 2025, for all new employees hired on or after this date, the graduated vesting schedule for the 5% match on employees’ 401(a) plan is as follows:

Years of Service Vesting Amount 0 to less than 1 year

0%

1 year to less than 2 years

25%

2 years to less than 3 years

50%

3 years to less than 4 years

75%

4 years or more

100%

Effective January 1, 2026, two new voluntary retirement plan matches will be initiated, with one plan for POST (law enforcement officers) and a second for all other employees, based on years of service. The employee would need to make voluntary contributions into a 457 account at the minimum level in order to be eligible for the County match into the employee’s 401(a).

POST 401(a) eligible positions, 1:1 match Years of Service POST Employee Contribution to 457 County Match to 401(a) 4 to 8 years

1%

1% 9 to 12 years

2%

2% 13 or more years

3%

3% All other 401(a) eligible positions, 1:2 match Years of Service Employee Contribution to 457 County Match to 401(a) 4 to 8 years

1%

0.5% 9 to 12 years

2%

1% 13 or more years

4%

2% Short-Term Disability:

Short-term disability pays 60% of your earnings with a max of $1,000 per week for up to 11 weeks. Benefits begin on day 15 and your first two weeks you will have to cover with sick, personal, or vacation time. Gilpin County covers 100% of the premium cost of this plan for the employee.
Long-term disability kicks in after 90 consecutive calendar days of a qualified disability. The plan will pay 60% of your earnings with a max of $5,000 monthly. Gilpin County covers 100% of the premium cost of this plan for the employee.

Employee Assistance Program (EAP): EAP is provided through Triad All one Health for employees and members of your household. Services are confi