About this opportunity
Pueblo County , CO lists this Diversion Case Manager opportunity in pueblo, Colorado. Review the employer’s description below for duties, qualifications and application requirements.
Job description
Salary: $21.25 - $31.86 Hourly
Location : 701 Court St, Pueblo, CO
Job Type: Full Time
Job Number: 03035
Department: District Attorney
Opening Date: 09/28/2026
Closing Date: 10/11/ :59 PM Mountain
FLSA: Non-Exempt
Bargaining Unit: N/A
POSITION SUMMARY
Provides case management and related services to juveniles and adults whose charges have been referred to the District Attorney's Office.
Work involves assessing and screening juveniles and adults for diversion program eligibility, as well as developing and implementing diversion case plans. The program offers alternative consequences and treatment for first-time offenders. Diversion Case Managers work independently on assigned cases, while policy and procedural matters are referred to other staff.
WHAT YOU WILL DO
Reviews juvenile and adult case reports and identifies those suitable for diversion. Administers and enters data into the state-mandated Arizona Risk-Needs Assessment (ARNA) juvenile screening tool.
Develops individualized diversion case plans for clients; administers drug tests; and coordinates plans and services with other agencies, individuals, and involved entities.
Serves as a victim advocate, ensuring compliance with all Victim Rights Act (VRA) mandates, including collecting and distributing restitution.
Provides case management services throughout the duration of the diversion contract.
Explains the diversion program and its benefits to eligible participants.
Maintains program records and files, prepares official correspondence and reports, and provides the diversion supervisor with weekly updates on client progress.
Attends court proceedings and provides judges and involved parties with updates regarding clients' progress.
Serves as a liaison among schools, law enforcement agencies, and community organizations.
Performs other duties as appropriate or necessary to fulfill the job's responsibilities.
May be asked to speak before community and school groups.
Advises office staff about changes or updates to the Diversion Program and legislative mandates.
Attends meetings, classes, and training sessions as required.
Performs additional tasks as assigned, including filling in for other staff as necessary and/or required.
WHAT YOU HAVE
EDUCATION: Bachelor's Degree in Sociology, Social Work, Criminal Justice, or a related field. required
EXPERIENCE: Minimum of one (1) year or more of experience working in case management, social work, or a related criminal justice field. required
Minimum of three (3) years or more of Supervisory experience required
Minimum of two (2) years or more of local government experience in finance or accounting preferred
LICENSES/CERIFICATIONS: Valid Driver's License required upon hire
Valid Colorado Driver's License required within 60-days of hire
*** 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
• 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***
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. ***
Any questions? Please contact our Human Resources Department at:
01
Do you have a Bachelor's Degree in Sociology, Social Work, Criminal Justice, or a related field? Yes
No
02
Do you have a minimum of one (1) year or more of experience working in case management, social work, or a related criminal justice field? Yes
No
03
Will you have a valid Driver's License upon hire? Yes
No
04
Do you understand that you will need to have a valid Colorado Driver's License within 60-days of hire? Yes
No
Required Question
Worksite address
pueblo, CO, 81004, US
Who can apply
Review the original listing for work authorization, qualifications and employer requirements.