POSITION SUMMARY

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Performs various processing and customer service duties per federal, state, and local statutes in the administration of motor vehicle titles, registration, and related documents. Primarily responsible for processing all revenue directives governing motor vehicle titling and registration in Colorado, as well as cash management associated with tax revenue and fees as required by law.

This posting will close at midnight on 3/30/2026 OR once we receive 30 applications, whichever occurs first THIS POSITION WILL WORK OUT OF ALL PUEBLO COUNTY MOTOR VEHICLE LOCATIONS: HISTORIC COURTHOUSE, PUEBLO WEST, AND THE DRIVE\-THRU PLEASE NOTE:

*While the full salary range is posted, this position has a budgeted starting salary of $19\.31 per hour*

WHAT YOU WILL DO

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Processes applications and issues motor vehicle titles, license plates, persons with disability placards, or temporary permits at the counter using the Colorado DRIVES system and in accordance with the laws of the State of Colorado; determines the type of title and license needed; calculates and collects appropriate sales tax and license fees; enforces heavy vehicle use tax programs; verifies the accuracy of all documentation submitted and ensures compliance with motor vehicle statutes, rules, and regulations.

Verifies documentation received from the public to ensure it is legal to correct; processes registrations for renewals; applies for salvage titles, bond titles, homemade or assigned identification numbers, and duplicate titles; files liens on titles as needed; enters appropriate information into the computer system to process each transaction; collects appropriate fees from the public and calculates all sales tax due.

Responds to and resolves customer complaints in person, by phone, or by mail and explains fees, reasons for rejection, statutes, policies, and procedures that apply to each situation.

Manages complex documentation issues involving mobile homes, special mobile machinery (SMM), salvage and duplicate titles, dealer registrations, and multiple plate issuances; resolves issues involving financial institutions, law enforcement, and dealerships regarding regulations related to licensing and registration; contacts financial institutions or dealerships regarding required customer paperwork.

Keeps records of all titles and security agreements; follows up on paperwork rejected by the State; processes registrations involving Gross Vehicle Weight (GVW), Special Mobile Machinery (SMM), and Total Vehicle Weight (TVW) including the added special requirements for these vehicles.

Operates cash tending system, maintains cash drawers, and accurately enters checks, cash, and credit payments to ensure end\-of\-day balancing; balances and prepares the deposit for individual cash drawer.

Maintains the inventory of necessary forms, license plates, and tabs.

Processes all incoming mail; reviews documents received for completeness and accuracy; processes mortgage mail, renewals, and drop\-off work received.

Maintains files and records required by the Colorado Department of Motor Vehicles; enforces secure and verifiable identification requirements; complies with The Driver’s Privacy Protection Act (DPPA).

Participates in cross\-training opportunities within the department; fills in for, or assists, other department staff as needed and/or necessary.

Performs other duties as appropriate or necessary for performance of the job.

WHAT YOU HAVE

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OPTION 1 \- High School/GED \& Acceptable Years of Motor Vehicle Function Experience

EDUCATION:

High School Diploma or GED equivalency

*required

Technical or vocational school degree in a related field

*preferred

EXPERIENCE:

One year or more experience in a motor vehicle function

*required

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OPTION 2 \- High School/GED \& Acceptable Years of Clerical or Other Acceptable ExperienceEDUCATION:

High School Diploma or GED equivalency

*required

Technical or vocational school degree in a related field

*preferred

EXPERIENCE:

One year or more experience in a related clerical field and office work with cash handling in a customer service setting

*required

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LICENSES AND CERTIFICATIONS FOR ALL OPTIONS:

Current DRIVES Certification or the ability to obtain within one year of hire

*required

*SPECIAL REQUIREMENTS FOR ALL OPTIONS: Fluent in Spanish *preferred*

Must successfully pass background check

\\\NOTE:* *For preferred qualifications, the substitution of any combination of relevant and related education, training, and/or experience that provides the required knowledge, skills, and ability may be considered, including by way of example, specific experience or skill\-based qualifications that may substitute for certain educational requirements, or a combination of relevant education and experience including supervisory experience.*

WHAT PUEBLO COUNTY OFFERS

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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

* 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

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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