Illinois Administrative Code › Title 56 - LABOR AND EMPLOYMENT › Part 2520 - PROCEDURES OF THE DEPARTMENT OF HUMAN RIGHTS › Subpart H - EQUAL EMPLOYMENT OPPORTUNITY AND AFFIRMATIVE ACTION BY STATE EXECUTIVE AGENCIES › Section 2520.770 - Reporting and Record-Keeping

Current through Register Vol. 48, No. 28, July 12, 2024
a)
				Workforce Analysis - As required by Section 2-105(B) of the Act, each agency
				shall maintain data reflecting the composition of its workforce in each region,
				by race, national origin as specified by the Department, sex and disability,
				EEO job categories, and any other category that the Department may require by
				rule. This information shall be collected from the agency's employees through
				the use of a form, developed by Central Management Services and approved by the
				Director, which shall be completed by each employee and applicant for
				employment at his/her option. Central Management Services shall compile this
				data and furnish quarterly reports to each agency and the Department depicting
				the workforce composition of each agency under the Personnel Code [20 ILCS 415
				]. Other agencies, and agencies under the Code having non-Code employees, shall
				compile this data themselves and provide it to the Department.
b) Position Vacancies - Each agency shall
				maintain a centralized record detailing all its current and anticipated job
				openings, and indicating for each opening the job title, EEO job category, pay
				grade or merit compensation level, and region. This information shall be
				supplied to the agency's EEO Officer and to the Department upon request. Every
				agency shall also post conspicuously in its offices all vacancies in nonexempt
				positions that the agency intends to fill, if the vacant position is
				underutilized. The posting shall also state that the agency is an Equal
				Opportunity Employer.
c) Quarterly
				Reports - No later than 15 working days after the end of each fiscal quarter,
				every agency shall file a report with the Department. If an agency submits a
				written request for an extension within 15 working days after the end of the
				fiscal quarter, the Director may grant an extension of up to 15 days. The
				report, forwarded with a cover letter signed by the EEO Officer and Chief
				Executive Officer, shall contain:
1) A
				current workforce analysis of each of the agency's departments or divisions by
				EEO job category and affirmative action groups of the incumbents.
2) A breakdown of all employment transactions
				for the previous quarter by EEO job category and the affirmative action groups
				of the employees affected.
3) A
				statement on the agency's progress in meeting its numerical and/or program
				goals. If a numerical or program goal is not attained, the agency should
				provide an explanation for the failure to meet the goal.
4) A narrative describing all charges and
				complaints of employment discrimination filed or pending against the agency
				during the previous quarter. The narrative should identify the region out of
				which the charge or complaint was filed; the organization with whom it was
				filed; and the current status of the matter, including whether pending,
				withdrawn, settled or dismissed.
5)
				A quarterly report describing hires of employees with disabilities and any
				known changes in employees' disability status.