Traffic Engineering Analyst

POSITION SUMMARY

Responsible for analyzing traffic patterns, conducting studies to improve traffic flow, and recommending solutions to enhance roadway safety and efficiency. It involves data collection, modeling, and collaboration with various stakeholders to develop traffic management strategies.

WHAT YOU WILL DO

• Conducts traffic volume data collection and analysis, including peak hour turn movement counts and related tasks.
• Analyzes data from the permit system, identifies issues, and suggests improvements.
• Maintains the Traffic Engineering crash database, including identifying high-crash locations and preparing collision diagrams using Diexsys software.
• Travels independently to coordinate work and tasks with other employees involved in data collection, field inspections, maintenance, enforcement, and other traffic-related duties.
• Prepares comprehensive traffic volume maps and associated reports for the entire county, including conducting site visits to gather relevant data.
• Reviews commercial site plans to ensure conformity with Pueblo County Code and relevant policies and standards from a traffic perspective.
• Addresses citizen complaints, concerns, and inquiries through telephone, electronic mail, or face-to-face communication.
• Performs reviews and conducts field inspections of temporary traffic control plans (methods of managing traffic).
• Performs additional tasks as assigned, including filling in for other staff as necessary and/or required.

WHAT YOU HAVE

REQUIRED EDUCATION AND EXPERIENCE:

• Bachelor's Degree From an accredited four-year college or university in Traffic Engineering, Civil Engineering, or related field required.
• Valid Driver's License required.

PREFERRED EXPERIEINCE AND CERTIFICATIONS:

• Minimum One (1) year or more Professional experience with acquiring, analyzing, and interpreting traffic data preferred.

Special Requirements:

• Must successfully pass background check
• Valid Colorado Driver's License within 60 days of hire required.
• Traffic Control Technician (TCT), American Traffic Safety Services Association or Colorado Department of Transportation within 6 months of hire required.
• Traffic Control Supervisor (TCS), American Traffic Safety Services Association or Colorado Department of Transportation within 1 year of hire required.

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)

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:** **[email protected]**