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Gilpin County adopts voluntary retirement match programs, establishes 4-year vesting
Summary
The commissioners adopted Resolution 25-087 to create two voluntary retirement contribution programs: a 1-for-1 match for POST-certified positions and a 1-for-2 match for other 401(a)-eligible employees, and set a four-year vesting schedule; board increased the top tier match from 1.5% to 2% for employees with 13+ years.
The Gilpin County Board of Commissioners voted 3-0 to adopt Resolution 25-087, authorizing two voluntary retirement contribution programs administered through the Colorado Retirement Association (CRA), and establishing a four-year vesting schedule for county matches.
Human Resources Director Shanda Johnson presented the proposal, which creates: (1) a POST-only plan for positions requiring POST certification with a 1-to-1 employer match, and (2) a 401(a)-eligible plan for other employees with a 1-to-2 employer match structure. Johnson said the programs are voluntary and tied to longevity and vesting; employees would contribute into a 457 plan and the county would match into a 401(a).
"This is to assist with law enforcement recruitment and retention as well as the demands and the longevity of many law enforcement positions," Johnson said. County Manager Ray Reers explained the county intends to fund the matches using anticipated health-insurance savings and that the plan design assumes roughly 70% employee participation based on industry experience for voluntary programs.
During debate, commissioners asked staff to clarify contribution thresholds. Under the adopted design, for the non-POST (voluntary plan 1) the county match structure requires employees to contribute at graduated levels (for example, employees contribute 1%, county matches 0.5; contribution thresholds rise at higher longevity bands). Commissioners asked that the top-tier match for employees with 13 or more years be increased from 1.5% to 2%; staff confirmed that change and adjusted the fiscal estimates accordingly.
The board also established a four-year vesting schedule for the county match so that employees hired after the adoption date would vest incrementally (25% per year) and become fully vested after four years. The vesting applies to county match contributions only and does not retroactively apply to existing employees.
Commissioners discussed timing and budgeting; staff said the matching contributions would be budgeted for 2026 and would not take effect until Jan. 1, 2026, to allow for proper budgeting and CRA administration. The motion passed 3-0.
Staff will complete paperwork with CRA and implement the program consistent with the resolution and the board—s adjustments.
