Illinois Administrative Code › Title 26 - ELECTIONS › Part 212 - PERSONNEL › Section 212.214 - Position Classification and Compensation

Current through Register Vol. 48, No. 28, July 12, 2024
a) Position Classification
1) Organizational Structure: The
			 organizational structure of the Office shall be as established by the Executive
			 Director and maintained on file in the Office of Administrative
			 Services.
2) Positions and Service:
			 The establishment and abolition of positions and duties shall be at the
			 discretion of the Executive Director and the Board. All employees serve at the
			 discretion of the Board, subject to the employee rights established by this
			 Part.
3) Classification Plan: The
			 Director of Administrative Services shall maintain, and revise when necessary,
			 a uniform position classification plan for positions necessary to carry out the
			 duties of the Office. The classification plan shall be based on the similarity
			 of duties and responsibilities assigned so that the same schedule of pay may be
			 equitably applied to all positions within a classification, under the same or
			 substantially the same employment conditions. Employees shall be classified by
			 position and each position classification shall be governed by a formal,
			 written position description approved by the Executive Director. Any change in
			 salary or position description shall be recorded as a personnel
			 transaction.
4) Allocation: It is
			 the responsibility of each Director to report to the Executive Director and the
			 Director of Administrative Services any significant changes in the duties of
			 any position within the organizational unit. At a Director's request and upon
			 approval by the Executive Director and the Director of Administrative Services,
			 a survey, audit, or other investigation as may be deemed necessary by the
			 Director shall be made to determine the proper allocation of any position to a
			 classification. Upon written request of an employee to a Director and upon
			 approval of the Executive Director and the Director of Administrative Services,
			 the investigation by a Director shall be made to determine the proper
			 allocation of the employee's position. It shall be the responsibility of the
			 Director of the organizational unit in which the position is located to notify
			 the employee, the Executive Director and the Director of Administrative
			 Services of the determination concerning the proper allocation of the
			 employee's position.
5)
			 Reconsideration:
A) Within 30 days after
			 receiving notice of the determination concerning proper allocation of a
			 position, the employee may make a request in writing to the Director for
			 reconsideration of the determination. Thereafter, the Director shall
			 reinvestigate the duties and responsibilities of the position and, if
			 necessary, of related positions. The employee shall be given a reasonable
			 opportunity to be heard by the Director.
B) After the re-investigation, the Director
			 shall render a decision in writing and it shall be served on the employee in
			 person or by certified mail, return receipt requested, at the employee's last
			 address shown in the personnel file and to the Executive Director and the
			 Director of Administrative Services. The effective date of the reconsidered
			 decision shall be the effective date of the allocation decision giving rise to
			 the reconsideration request.
C) An
			 employee wishing to appeal the reconsidered decision shall be entitled to a
			 hearing by the Grievance Review Committee in accordance with the procedure
			 established in Section
			 212.270 of
			 this Part.
6)
			 Assignments to Other Classifications: An employee whose position has been
			 allocated to a classification having a higher, lower, or same maximum
			 permissible salary or rate may remain in the position; provided, however, that
			 the Executive Director shall determine, in the case of allocation to a class
			 having a higher maximum salary or rate, whether, considering the nature of the
			 change in duties, the employee is qualified for the position.
7) Revised Class Requirements: When
			 requirements for a classification are revised and the duties and
			 responsibilities of positions comprising the classification remain essentially
			 unchanged, incumbents in these positions who qualified under previous
			 requirements for the classification shall be considered qualified.