Sec. 3-12007. Proposed rules for classified service.

776 words·~4 min read·/il/chapter-55/act-5/3-12007

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(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.