Deputy District Attorney I or II

Deputy District Attorney I or II Pueblo, CO Job Details Full-time $71,160

• $106,740 a year Benefits Paid parental leave AD&D insurance Paid holidays Disability insurance Health insurance Dental insurance Flexible spending account Parental leave Vision insurance Retirement plan Qualifications Appeals Law Legal negotiation Filing court documents Filing No experience needed Legal motion preparation Criminal investigation Bar 2 years Entry level Full Job Description

POSITION SUMMARY DDA I

Performs professional entry level legal work preparing and prosecuting misdemeanor and major traffic offenses in court.

DDA II:

Performs professional journey level legal work preparing and prosecuting felony criminal cases.

COMPENSATION

(while the full salary ranges are displayed by law, please see the budgeted starting salaries)

DDA I :

$71,160

• 106,740/annually ( budgeted starting salary = $86,000/year)

DDA II:

$86,112

• 129,168/annually ( budgeted starting salary = $101,000 /year )
• This job posting may be used to fill multiple vacancies with the District Attorney's Office at either the DDA I or DDA II level depending upon qualifications and experience

•

WHAT YOU WILL DO DDA I

Ensures orderly prosecution, disposition and processing of misdemeanor and traffic cases assigned. Prepares and tries cases involving misdemeanor and petty offense; reviews investigative reports; files charges; requests and reviews additional information; writes charging documents, warrants, pleadings, plea agreements, briefs and related materials; negotiates plea agreements; appears in court; presents testimony and arguments in hearings including preliminary, motions, pleas and sentencing. Confers and advises law enforcement officers concerning charges and investigations and criminal law. Confers with defense attorneys. Handles appeals of misdemeanor convictions to District Court. Represents Department of Motor Vehicle in administrative appeals to District Court. Explains and interprets statutes and status of various cases to the general public, and determines the adequacy of complaints presented by the public. Interviews and prepares victims and witnesses. Covers court appearances for other attorneys. Performs other duties as appropriate or necessary for performance of the job.

DDA II:

Ensures orderly prosecution, disposition and processing of felony cases assigned. Prepares and tries cases involving misdemeanor and felony offense; reviews investigative reports; files charges; requests and reviews additional information; writes charging documents, warrants, pleadings, plea agreements, briefs and related materials; negotiates plea agreements; appears in court; presents testimony and arguments in hearings including preliminary, motions, pleas and sentencing. Confers and advises law enforcement officers concerning charges and investigations and criminal law. Confers with defense attorneys. Explains and interprets statutes and status of various cases to the general public and determines the adequacy of complaints presented by the public. Interviews and prepares victims and witnesses. Covers court appearances for other attorneys. Performs other duties as appropriate or necessary for performance of the job.

WHAT YOU HAVE DEPUTY DISTRICT ATTORNEY I EDUCATION

Law degree from an accredited law school required

EXPERIENCE

No experience required Minimum of one year experience preferred

LICENSE:

Licensed to practice law in the State of Colorado and must be in good standing required

• Must successfully pass background check ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DEPUTY DISTRICT ATTORNEY II EDUCATION

Law degree from an accredited law school required

EXPERIENCE

Minimum of two years experience required

LICENSE:

Licensed to practice law in the State of Colorado and must be in good standing required

• Must successfully pass background check

WHAT PUEBLO COUNTY OFFERS

Comprehensive Benefits package (medical, dental, vision, etc.) for full-time employees Generous Vacation and Sick Leave Accrual Remote & Hybrid working opportunities 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 Paid Parental Leave Benefits (full-time employees)

EMPLOYEE BENEFITS SUMMARY 2026 PAID HOLIDAYS

New Year's Day

• January 1st Day after New Year's Day
• January 2nd Martin Luther King, Jr. Day
• January 19th Independence Day (observed)
• July 3rd Labor Day
• September 7th Veteran's Day
• November 11th Thanksgiving Day
• November 26th Christmas Eve Day
• December 24th Christmas Day
• December 25th Day before New Year's Day
• December 31st (Early Release at 12:00pm) 2026 UNPAID

HOLIDAYS

Presidents' Day

• February 16th Personal Day
• April 10th Personal Day
• May 15h Memorial Day
• May 25th Employee Appreciation Day Picnic
• June 3rd Juneteenth Day
• June 19th Personal Day
• August 14th Day before Labor Day
• September 4th (Early Release at 12:00pm) Columbus Day / Indigenous Peoples' Day
• October 12th Day before Thanksgiving
• November 25th (Early Release at 12:00pm) Day after Thanksgiving
• November 27th
• = 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
• ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

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. ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

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 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

MEDICAL INSURANCE

• ANTHEM

BLUE CROSS/BLUE SHIELD

(optional) Medical, Dental, & Vision Rates are for the 2026 Plan Year (effective January 1st, 2026)

HIGH DEDUCTIBLE HEALTH PLAN

Employee Only Employee + 1 Family Plan Cost $823.00 $1,543.00 $2,12900 Employer Contribution $852.00 $1,428.00 $1,938.00 Employee Contribution

• 29.

00 $115.00 $191.00 PPO Employee Only Employee + 1 Family Plan Cost $889.00 $1,713.00 $2,351.00 Employer Contribution $860.00 $1,453.00 $1,969.00 Employee Contribution $29.00 $260.00 $382.00 HMO/Ded Employee Only Employee + 1 Family Plan Cost $999.00 $1,926.00 $2,661.00 Employer Contribution $876.00 $1,484.00 $2,014.00 Employee Contribution $123.00 $442.00 $647.00 LOW HMO Employee Only Employee + 1 Family Plan Cost $1,038.00 $2,002.00 $2,768.00 Employer Contribution $881.00 $1,495.00 $2,030.00 Employee Contribution $157.00 $507.00 $738.00 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

DENTAL INSURANCE

• AMERITAS (optional) Employee Only Employee + 1 Family Plan Cost $27.

00 $60.00 $91.00 Employer Contribution $7.00 $17.00 $25.00 Employee Contribution $20.00 $43.00 $66.00 ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

VISION INSURANCE

• ANTHEM

BLUE CROSS/BLUE SHIELD

(optional) Employee Only Employee + 1 Family Plan Cost $6.00 $12.00 $19.00 Employer Contribution $0.00 $0.00 $0.00 Employee Contribution $6.00 $12.00 $19.00

Note:

There is no Employer Contribution to Vision Insurance ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~

LONG TERM DISABILITY

• THE

STANDARD

(required) Coverage pays 60% of your wages up to $4,800 with a 90-day waiting period. 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

• These are post-tax benefits.
• ~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~ For hiring related questions, please contact WPC
• Workplace Policy & Compliance; HR Staffing at: For benefits related questions, please contact TPS
• Talent & People Services; HR Benefits at: