The subject of Tribal employment receives regular interest on the Southern Ute Reservation. This article will provide you with information regarding Southern Ute Tribal member employment within the Permanent Fund.  

Over the years, the Tribe has experienced great change and growth. New buildings have been constructed, technological advancement has been implemented, and the Tribe has modernized with the times. The Tribe continues to prosper, increase efficiencies, and explore new business opportunities and programs. Many of these changes have created an interesting situation that impacts employment within the Tribe’s Permanent Fund. Some employees who have resigned from the Permanent Fund did so to accept jobs with the Growth Fund or Casino. Some may see the Growth Fund as a provider for more diverse employment opportunities with higher compensation. This can make it challenging to retain employees within the Permanent Fund. In addition, continued growth in Durango and La Plata County will create more employment opportunities that the Permanent Fund must compete with. 

In 2024, the Permanent Fund hired 315 employees. Among all hires, rehires and transfers 119 were Southern Ute Tribal members, 82 were other Native Americans, and 114 were non-Native. Sixty-four percent (64%) of all hires, rehires and transfers in 2024 had Tribal Employment Rights Office (TERO) preference, which means these employees were Southern Ute Tribal members or other Native Americans. In 2024, the average percentage of the Permanent Fund workforce categorized as TERO preference was 51%. 

Permanent Fund statistical employment information for 2024 is shown below.

The Human Resources Department continues to make efforts to increase the number of employees classified as TERO preference. During the summer months, fluctuations in employment numbers can be attributed to the changing need for manpower required to accomplish projects during the warmer months and the Summer Youth Program, which provides employment for Tribal youth and first descendants during the summer break. 

As a method to increase employment opportunities for Southern Ute Tribal members and Native Americans, the HR Department works with department directors and supervisors to review job descriptions closely to keep job qualifications as reasonably low as possible to prevent unnecessary barriers to employment and yet maintain the qualifications at a level necessary to perform the job. Because qualifications on most jobs have already been reduced as much as possible, the number of positions that include qualifications that can be lowered is minimal. Lowering job qualifications is a delicate task and reducing qualifications too much can place everyone in a no-win situation. An untrained and/or uneducated employee in some instances is not capable of providing quality services for the Tribal membership; for example: an uninsurable driver cannot transport clients; inexperienced or uneducated staff may mismanage Tribal finances or natural resources; and an unqualified teacher cannot educate our Tribal youth properly. 

Although the HR Department and hiring managers make efforts to hire Tribal members and Native Americans whenever possible, there are obstacles that diminish employment opportunities such as: not disclosing all criminal background information, failing the pre-employment drug test, poor driving records, or poor work performance in previous jobs. Although the employment application emphasizes the importance of disclosing all criminal background information, we still receive applications that are incomplete or missing required information necessary for the recruitment and job placement process. It is vitally important that applicants explore their own criminal backgrounds to ensure they have disclosed all their criminal background information on the employment application. Rochelle Aguilar, the HR Career Coordinator, has been successful in a new process that helps Tribal member applicants review their criminal background results and provides information on how to get some convictions expunged (removed) from criminal records, which has helped with their employment endeavors. 

The HR Department and the Tribe’s Legal Services Department continually review the background check and recruitment procedures to ensure our processes are as simple as possible yet also efficient and compliant with necessary requirements, Tribal Code, and Federal law. In order to be in compliance with all legal requirements, the Tribe must conduct multiple background checks which vary dependent upon the job. The entire recruitment process is TERO compliant and designed to hire qualified employees capable of providing excellent services for the Tribal membership. In addition, all recruitment background checks are performed to ensure the safety of Tribal employees, the Tribal membership, our children, and the public. 

We hope this article provides some insight on Permanent Fund employment and the functions and responsibilities of the HR Department. Please know the HR Department, Tribal Council, and the rest of the Tribal administration understand the importance of Southern Ute Tribal Member and Native American employment in the Permanent Fund. All of us will continue to work together and make every attempt to facilitate Southern Ute Tribal Member and Native American employment whenever possible. While it can be difficult to please everyone, we will make every attempt to address any employment issues that exist. If you have any employment issues or concerns, please feel free to contact: 

• Brian Sheffield, HR Director-563-0100 XT 2422 

• Lindsay Box, Executive Officer-563-0100 XT 2314 

• Hilda Burch, TERO Division Head-563-0100 XT 2291