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 2520.795 - EEO/AA Performance Reviews

Current through Register Vol. 48, No. 28, July 12, 2024
The Department shall conduct periodic performance reviews of
				  all agencies. On a quarterly basis, the EEO/AA reports submitted by agencies
				  will be reviewed and the results of the review shall be shared with the agency
				  in question, indicating whether corrective action is needed. On an annual
				  basis, the Department shall determine whether each agency is in compliance with
				  the EEO and affirmative action obligations of the Act and this Subpart. In the
				  course of such a review, the Department may request documentation and reports
				  reflecting the agency's employment practices and profile and may visit the
				  agency's worksites and interview employees.
a) EEO/AA Criteria - The Department shall
				judge the agency's concerted effort and progress to provide equal employment
				opportunity and affirmative action for minorities, women and disabled persons,
				using the following criteria:
1) existence of
				an approved plan;
2) demonstration
				of the implementation of the agency's goals within the timeframe cited in the
				agency's plan. In order to be found in compliance with numerical goals, the
				agency must show that its percentage of hires and promotions for minorities and
				females in underutilized categories equals or exceeds 80% of the labor market
				availability rate of minorities and females in question based on Illinois
				Department of Employment Security Workforce Availability Information at
				http://www.ides.illinois.
gov/page.aspx?item=2854
or that the agency has made a concerted effort to reach those
				  goals. In determining whether an agency made a concerted effort, the Department
				  will evaluate the agency's overall actions taken over the course of the fiscal
				  year to reduce its underutilization when there have been opportunities to hire
				  and/or promote in underutilized categories. When agency underutilization occurs
				  in a geographic region with labor market availability rates less than 2 percent
				  for a specific affirmative action group, the Department will consider the
				  availability of this group in evaluating an agency's performance. Compliance
				  with program goals will be determined by an agency's documentation that those
				  goals have either been achieved or a demonstration of a concerted effort to
				  achieve those goals;
3)
				demonstration that the agency's EEO/AA policy has been disseminated throughout
				the agency;
4) documentation of the
				inclusion of EEO/AA principles and procedures in appropriate in-service
				training programs;
5) documentation
				of the inclusion of the agency's EEO Officer in the investigation and
				disposition of all internal and external discrimination grievances and
				complaints;
6) maintenance and
				timely submission of appropriate employment data and reports as required in
				this Subpart and by federal authorities;
7) in an agency with 1,000 or more employees,
				documentation of the appointment, with the Director's approval, of an EEO
				Officer;
8) in an agency with fewer
				than 1,000 employees, documentation of the designation of an EEO Officer who
				may serve as a full-time EEO Officer or be responsible for other duties within
				the agency beyond those of an EEO Officer; and
9) documentation that the agency's EEO
				Officer has performed the duties and responsibilities outlined in the Act and
				this Subpart.