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Illinois Compiled Statutes

Information maintained by the Legislative Reference Bureau
Updating the database of the Illinois Compiled Statutes (ILCS) is an ongoing process. Recent laws may not yet be included in the ILCS database, but they are found on this site as Public Acts soon after they become law. For information concerning the relationship between statutes and Public Acts, refer to the Guide.

Because the statute database is maintained primarily for legislative drafting purposes, statutory changes are sometimes included in the statute database before they take effect. If the source note at the end of a Section of the statutes includes a Public Act that has not yet taken effect, the version of the law that is currently in effect may have already been removed from the database and you should refer to that Public Act to see the changes made to the current law.

COUNTIES
(55 ILCS 5/) Counties Code.

55 ILCS 5/3-12006

    (55 ILCS 5/3-12006) (from Ch. 34, par. 3-12006)
    Sec. 3-12006. Director of Personnel. The Director of Personnel shall be a person experienced in the field of personnel administration, particularly in the application of merit principles and scientific methods to public employment, and shall be appointed by the county board chairman with the advice and consent of the county board.
    In addition to other duties as may be imposed by the Personnel Policy Commission, the duties of the Director of Personnel shall be to:
    (a) apply and carry out the provisions of this Division and the rules and regulations adopted hereunder;
    (b) be empowered to establish a system of examinations and procedures for appointment and removal of employees and other persons subject to the merit employment system;
    (c) prepare a register for each grade or class of positions of the persons whose general average standing upon examination is not less than the minimum fixed by the commission and who are otherwise eligible, listing each person in order of relative excellence;
    (d) be empowered to establish and carry out appropriate penalties, limited to dismissal, demotion, or suspension, for violations of Sections 3-12009, 3-12010 or 3-12011;
    (e) attend meetings of the Personnel Policy Commission, act as executive secretary, and keep minutes of its proceedings;
    (f) establish and maintain a roster of all employees in the county classified service showing class title, pay or status and other pertinent data;
    (g) subject to county board approval, appoint such employees of the personnel department and such special assistants as may be necessary to carry out effectively the provisions of this resolution;
    (h) develop, in cooperation with appointing authorities and others, programs for improvement of employee effectiveness, including but not limited to training, safety, health, counseling welfare and handling of grievances;
    (i) review as necessary the operation and effect of this Division and of the rules promulgated pursuant to this Division and report findings and recommendations to the Commission;
    (j) encourage and exercise leadership in the development of effective administration with the county agencies, departments and institutions; and
    (k) perform such other lawful acts which the Director of Personnel may consider necessary or desirable to carry out the purposes of this Division.
(Source: P.A. 86-962.)

55 ILCS 5/3-12007

    (55 ILCS 5/3-12007) (from Ch. 34, par. 3-12007)
    Sec. 3-12007. Proposed rules for classified service.
    (a) The 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 commission.
    (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 classified service.
        (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 undocumented immigrants.
        (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 be allowed.
        (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 classified service.
        (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 reduced pay.
        (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 commission.
        (19) such other rules, not inconsistent with this
    
Division, as may be proper and necessary for its enforcement.
(Source: P.A. 102-1030, eff. 5-27-22.)

55 ILCS 5/3-12008

    (55 ILCS 5/3-12008) (from Ch. 34, par. 3-12008)
    Sec. 3-12008. Permanent status of incumbent employees. Upon the initial implementation of this Division, incumbent employees may obtain permanent status as follows:
    (a) Employees holding positions in the county classified service who have satisfactorily completed their prescribed probationary period shall, upon the certification of the manager or head of the agency or department in which they are employed, be continued in their positions in the classified service without examination.
    (b) Employees holding positions in the county classified service for less than their prescribed probationary period shall, upon certification of the manager or head of the agency or department in which they are employed, be continued in their positions in the classified service without examination until they shall have satisfactorily completed their prescribed probationary period.
    The salaries of incumbent employees in both the above-described categories shall not be reduced as a result of the adoption of this Division.
(Source: P.A. 86-962.)