Detention Deputy

Pueblo County Colorado

Pueblo, CO

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JOB DETAILS

SALARY

$4,700.80–$5,293.60

SKILLS

Access Control, Accidental Death and Dismemberment (AD&D), Background Investigation, Child Protection/Welfare, Communication Skills, Communication Systems, Computer Systems, Crisis Intervention, Data Collection, Data Entry, Dentistry, Disciplinary Action, Driver's License, Emergency Response, Fast Food, Fitness, Flexible Spending Accounts, Government, Health Insurance, Health Plan, High School Diploma, Interpersonal Skills, Investigative Reports, Laundry, Leadership, Legal, Legal Documents, Mathematics, Problem Solving Skills, Psychology, Reporting Skills, Retirement Plan, Safety/Work Safety, Sanitation, Security Monitoring, Social Work, Spreadsheets, Staff Requirements, Training/Teaching, Tuition Reimbursement, Vehicle Fleets, Vision Plan, Word Processors

LOCATION

Pueblo, CO

POSTED

30+ days ago

Detention Deputy

Salary

$4,700.80 - $5,293.60 Monthly

Location

909 Court, Pueblo, CO

Job Type

Full Time

Job Number

02840

Department

Detention

Opening Date

05/13/2026

Closing Date

5/31/2026 11:59 PM Mountain

FLSA

Non-Exempt

Bargaining Unit

IBPO

Description
Benefits
Questions

POSITION SUMMARY

Work involves maintaining the security of the Pueblo County Detention Center while preserving order to ensure the safety and welfare of staff, visitors, and inmates. This includes processing and supervising detainees/inmates, operating the jail facility, and performing related duties.

WHAT YOU WILL DO

Prepares investigative reports using sketches, symbols and mathematical computations.
Effectively and coherently uses interpersonal communication skills to communicate with inmates, professional visitors and the public by providing information and directions, mediating disputes and advising of rights and processes.
Physically breaks up fights and skirmishes.
Demonstrates competent communications skills in court and other formal settings.
Performs rescue functions at accidents, emergencies and disasters, including administering basic emergency medical aid; lifting, dragging and carrying people away from dangerous situations; and securing and evacuating people from confined areas.
Endures verbal and mental abuse when confronted with the hostile views and opinions of inmates and other people encountered in an antagonist environment.
Reads and comprehends legal and non-legal documents, including the processing of such documents as medical instructions, commitment orders, summons and other legal writs and court documents.
Prepares a variety of reports using appropriate grammar, spelling and punctuation.
Processes reports as appropriate (i.e., files, alphabetizes, labels, etc.)
Enters data into computer systems or databases; looks up information in database; creates basic word processor documents and enters data into spreadsheets; uses email to communicate.
Detects and collects evidence and substances that provide the basis of criminal offenses and infractions and/or that indicate the presence of dangerous conditions.
Provides information to citizens regarding general legal procedures as necessary.
Represents the agency at informational, planning and other required meetings.
Serves as supervisor for inmate population. Sets clear expectations with inmates, uses positive reinforcement techniques with inmates, holds inmates accountable for their behavior and treats inmates with respect, consideration, fairness and justice. Manages the inmate population by walking around the housing units and talking to inmates. Plans and supervises unit activities. Serves as a role model for inmate population and encourage inmates to takes responsibility for themselves.
Responsible for the supervising and overseeing the cleanliness, sanitation and upkeep of the facility.
Monitors and controls security access throughout the detention facility.
Transports inmates to and from court, visits and various programs provided for detainees to include, medical, attorney and dentist visits and possibly other counties and back.
Classifies and houses inmates.
Effectively restrains inmates, forcibly if necessary, uses handcuffs and other restraints.
Subdues resisting inmates by using maneuvers and/or resorts to the use of hands and feet and other approved devices in self defense.
Pursues fleeing inmates both within and outside the confines of the detention facility as required.
Uses radio, intercom and telephone communications systems to communicate effectively and coherently with office personnel and inmates and uses other office communications as necessary.
Engages in activities in confined areas. Walks extensively on foot patrol and physically check doors, windows and other areas to ensure they are secure.
Conducts daily headcounts.
Conducts cell searches and strip searches.
Supervises labor crews and work release inmates.
Tallies good time and release dates as well as arranges alternatives to incarceration.
Distributes and collects laundry and inmate property.
Serves and picks up meals three times a day.
Performs crisis intervention functions to include inmate counseling, suicide prevention, recognizing abnormal behavior and implementing appropriate intervention action.
Exercises independent judgment in determining appropriate classification of inmates and assessing and responding to the needs of special populations.
Performs searches of people, mail items and/or objects capable of concealing contraband, buildings, vehicles and large outdoor areas.
Detects the presence of conditions such as smoke, unusual or excessive noise, odors, etc.
Puts on and operate self-contained breathing apparatus and extinguish small fires by using a fire extinguisher and other appropriate means.
Gathers information in inmate criminal or administrative investigations by interviewing and obtaining the statements of victims, witnesses, suspects, confidential informers and staff and exercises independent judgment by determining when probable cause exists to recommend disciplinary action.
Performs other duties as appropriate or necessary for performance of the job.

WHAT YOU HAVE

Candidates must be at least 21 years of age, have a high school diploma or GED, and a valid drivers license

The selection process includes, but is not limited to, an entry-level written test. Prior to employment, candidates will complete a background investigation, polygraph examination, physical examination to include a drug screen, and psychological evaluation. 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 posting may be used to fill multiple openings.

Salary Range: $4,700.80-$5,293.60 per month

Although the entire salary range is posted, the budgeted starting salary for this position is $4,700.80 per month.

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

2026 PAID HOLIDAYS

New Years Day - January 1st
Day after New Years 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
Veterans 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 Years 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 employees monthly pay.

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EMPLOYER MEDICAL CONTRIBUTION

Pueblo Countys 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

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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