(55 ILCS 5/3-12007)
(from Ch. 34, par. 3-12007)
Proposed rules for classified service.
Director of Personnel shall prepare and submit to the commission proposed
rules for the classified service. The director shall give at least 10
days' notice to the heads of all departments or agencies affected and they
shall be given an opportunity, upon their request, to appear before the
commission to express their views thereon before action is taken by the
(b) The rules, as adopted pursuant to subsection (a) of Section
3-12005 shall provide for:
(1) preparation, maintenance and revision of a position
classification plan for all positions in the classified service, based
upon the similarity of duties performed and responsibilities assumed, so
that the same qualifications may reasonably be required and the same
schedule of pay may be applied to all positions in the same class. Each
position authorized by the Board shall be allocated by the director to
the proper class and assigned to the appropriate pay range for that class.
(2) promotion which shall give appropriate consideration to the
applicant's qualifications, record of performance, seniority, and
conduct. Vacancies shall be filled by promotion whenever practicable
and in the best interest of the county service, and preference may be
given to employees within the department in which the vacancy occurs.
(3) open competitive examinations to determine the relative fitness
of applicants for the respective competitive positions.
(4) competitive selection of employees for all classes in the
(5) establishment of lists of eligibles for appointment and
promotion, upon which lists shall be placed the names of successful
candidates in the order of their relative excellence in the respective
examinations. The duration of eligible lists for initial appointment
shall be for no more than one year unless extended by the director for
not more than one additional year; lists of eligibles for promotion
shall be maintained for as long as the tests on which they are based are
considered valid by the director.
(6) certification by the director to the appointing authorities of
not more than the top 5 names from the list of eligibles for a single vacancy.
(7) rejection of candidates who do not comply with reasonable job
requirements in regard to such factors as age, physical condition,
training and experience, or who are addicted to alcohol or narcotics or
have been guilty of infamous or disgraceful conduct or are illegal aliens.
(8) periods of probationary employment. During the initial
probation period following appointment any employee may be discharged or
demoted without charges or hearing except that any applicant or
employee, regardless of status, who has reason to believe that he/she
has been discriminated against because of religious opinions or
affiliation, or race, sex, or national origin in any personnel action
may appeal to the commission in accordance with the provisions of this
Division or in appropriate rules established by the commission
pursuant to subsection (a) of Section 3-12005.
(9) provisional employment without competitive examinations when
there is no appropriate eligible list available. No person hired as a
provisional employee shall continue on the county payroll longer than 6
months per calendar year nor shall successive provisional appointments
(10) transfer from a position in one department to a position in
another department involving similar qualifications, duties,
responsibilities and salary.
(11) procedures for authorized reinstatement within one year of
persons who resign in good standing.
(12) layoff by reason of lack of funds or work or abolition of the
position, or material changes in duties or organization, and for the
layoff of nontenured employees first, and for the reemployment of
permanent employees so laid off, giving consideration in
both layoff and reemployment to performance record and seniority in service.
(13) keeping records of performance of all employees in the
(14) suspension, demotion or dismissal of an employee for
misconduct, inefficiency, incompetence, insubordination, malfeasance or
other unfitness to render effective service and for the investigation
and hearing of appeals of any employee recommended for suspension,
demotion or dismissal by a department head for any of the foregoing reasons.
(15) establishment of a plan for resolving employee grievances and
complaints, including an appeals procedure.
(16) hours of work, holidays and attendance regulations, and for
annual, sick and special leaves of absence, with or without pay, or at
(17) development of employee morale, safety and training programs.
(18) establishment of a period of probation, the length of which
shall be determined by the complexity of the work involved, but which
shall not exceed one year without special written approval from the
(19) such other rules, not inconsistent with this Division,
as may be proper and necessary for its enforcement.
(Source: P.A. 86-962.)