- Feature Links
- Employee Help Links
Employee Help Links
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Carol Ann Fortune, MSL SHRM-SCP
Human Resources DirectorPhone: 303-679-2332
Welcome, Clear Creek County employees! This page is your go-to source for quick links, important updates, and helpful resources. We're here to support you in your important work for Clear Creek County.
LINKS:
- Outlook 365 Web App (PWA)
- JP Morgan P-Card Login
- Inspector E-TRAKit
- Website Editing Login
- Springbrook Employee Self Service Portal
- Drug & Alcohol Policy
- Employee Handbook
- Nominate and recognize a staff member for great work!
- Give anonymous feedback
- Grant Intention Form
- Submit a Facility Maintenance Work order
- Submit an IT ticket
Employee Referral Reward Program
The Employee Referral Reward Program (ERRP) is a key component of our strategic recruitment efforts. At CCC, we understand that our best resources for finding new talent who align with our purpose, culture, and values come from within — our own employees.
Program Overview:
The ERRP is designed to incentivize and reward our employees for playing a crucial role in identifying and referring potential candidates to join our team. For each successful referral that leads to a hire and remains employed with the County for at least 90 days, the referring CCC employee could receive a reward in the amount of $250 (less taxes), depending on the specific position and vacancy circumstances.
Eligibility:
Who can participate? All CCC employees (except Directors, Elected Officials, seasonal/temporary staff, and HR team members) are eligible to make referrals.
Who can be referred? The referral must represent the candidate’s first contact with CCC. Temporary, seasonal, contract, and former employees of CCC are not eligible for referral rewards.
How It Works:
- Review the Employee Referral Reward Program Guidelines for program rules and contact HR if you have questions.
- Making a Referral: To refer a candidate, they must indicate your referral on their online application. Complete the EMPLOYEE REFERRAL form and submit it to HR.
- Reward Payment: Once your referral is hired and completes 90 days of service, you will receive the reward in the following payroll cycle, provided both you and the referred employee are still employed at CCC.
No cap on referrals: There is no limit to the number of candidates you can refer. We encourage you to leverage your social and professional networks to identify individuals you believe will contribute to CCC’s mission and embody our values.
Notification: HR will notify you via email when a position is posted with a referral reward attached and also if your referral is hired, including details about the reward payment timeline.
We are committed to making CCC a great place to work, and you can contribute by helping us find great people to join our team. For more details about the ERRP, including program rules and processes, please visit our Career Center on AcquireTM.com.
Let’s work together to continue building a talented and dedicated team at CCC. Your referrals are not just about earning a reward; they’re about contributing to the strength and success of our organization.
Thank you for your continued dedication and support!
- How were Clear Creek County's values decided?
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Our core values at Clear Creek County weren't decided in isolation. They were born from a collaborative effort, most notably during an all-employee meeting last year. We engaged in open discussions, seeking input from our team members on what truly mattered. A powerful theme emerged: the importance of inclusion. As a result, we proudly added 'Inclusion' to our values, ensuring that everyone feels respected, supported, and valued.
These values now guide our work and interactions, and are defined as follows:
- Communication: The transparent and respectful exchange of ideas, striving for an environment of innovation and mutual trust for all.
- Improvement: Continuously striving to enhance the organization and self.
- Integrity: The quality of being consistently honest, accountable, and equitable in our commitment to doing what is right.
- Relationships: Fostering positive connections with people through empathy and respect.
- Inclusion: A culture that embraces diversity and belonging, where everyone feels respected, supported, and valued.
- How were decisions about layoffs and reduced hours made?
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Budget reductions were based on statutory requirements, funding sources, and operational impact. Positions funded by grants were less likely to be affected, while positions funded by the general fund were evaluated for necessity and sustainability. The decision to reduce some staff’s work hours to 32 per week was made to avoid a more significant number of layoffs while ensuring that employees retained benefits in lieu of providing compensation adjustments to match market rates where funding is not currently available. Many other less desirable options were discussed, but ultimately, this decision seemed to have the most benefit with the least disruption.
- What happens if I need to work more than 32 hours in a week to get my job done?
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To mitigate financial hardship, the County artificially inflated the hourly rates of all non-exempt staff who transitioned from 40 hours to 32 hours per week. This adjustment ensures that employees’ take-home pay remains consistent despite the reduction in hours. Due to this decision, employees are NOT permitted to work more than 32 hours per week without prior approval from their supervisor. Unauthorized overtime is subject to disciplinary action to ensure compliance with wage and hour laws and to maintain budgetary controls.
- When will the County revert to a 40-hour workweek?
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The 32-hour workweek was implemented as a budget-saving measure. While there is no set timeline for returning to a 40-hour schedule, the situation will be reassessed as financial conditions evolve
- What will happen to our pay if/when the County returns to a 40-hour workweek?
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Human Resources will complete another Compensation Analysis. When we can financially support this strategy, we will reevaluate pay ranges and move staff to a 40-hour workweek while paying market rates.
- What is being done to recognize and appreciate employees during these challenging times?
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We understand that these changes have been difficult, and we sincerely appreciate the dedication of our employees. We continue to invest in our Employee Appreciation Program to show our gratitude. Once a quarter at our all-staff meetings and during our annual holiday luncheon, we conduct a drawing to give away an extra PTO day to a lucky winner. Employees can nominate a colleague year-round for their hard work and contributions. The nomination link can be found here. Links are also included in HR email signatures, on the County website under "Employee Help Links" on the bottom of each page, and QR codes are posted around the office for easy access. We encourage everyone to participate and recognize the great work done across the County.
- How can I give anonymous feedback or ask anonymous questions?
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Please fill out this online survey here.