State of Illinois
Department of Commerce and Economic Opportunity
Affirmative Action Plan
Fiscal Year 2024
The Illinois Department of Commerce and Economic Opportunity is
an Equal Opportunity Employer
Presented to the Illinois Department of Human Rights
217.782.7500 Springfield | 312.814.7179 Chicago | www.dceo.illinois.gov
ILLINOIS DEPARTMENT OF COMMERCE AND ECONOMIC OPPORTUNITY
AFFIRMATIVE ACTION PLAN
FOR
ILLINOIS DEPARTMENT OF HUMAN RIGHTS
SEPTEMBER 2023
TABLE OF CONTENTS
SECTION ONE
Introduction
Program Certification
Directors Policy Statement
Agency Profile
Identification and Duties of the Agency-wide EO Manager
EEO Organizational Charts
Dissemination of the AA Policy and Plan
SECTION TWO
Internal Workforce Analysis
Summary of Workforce Analysis (DHR-9)
Summary of Workforce Transactions (DHR-10)
Availability Percent Worksheet (DHR-5)
Utilization Analysis (DHR-8)
Underutilization Summary (DHR-11)
SECTIO N THREE
Goals and Timetables
Numerical Goals
Programmatic Goals
SECTION FOUR
EEO Compliant Investigation Procedure
Internal EEO Complaint Form
Internal EEO Complaint Process and Timeline
SECTION FIVE
ADA Policy and ADA Coordinator
Labor Force Analysis with People with Disabilities
Reasonable Accommodation Policy Statement
Reasonable Accommodation Policy
Reasonable Accommodation Employees Request Form
Reasonable Accommodation Applicant Request Form
Physical Barriers
Procedural Barriers
Evacuation Procedures
SECTION SIX
EEO Laws
SECTION SEVEN
Hiring Monitor (DHR-19)
Promotion Monitor (DHR-20)
Exit Questionnaire (DHR-30)
SECTION 1
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
INTRODUCTION
The Illinois Department of Commerce and Economic Opportunity’s (DCEO) Affirmative Action Plan serves as a
guide to its equal opportunity program initiatives. The data component sections of the plan demonstrate how well
the Department performed last fiscal year toward meeting its hiring and nondiscrimination objectives.
This plan also provides a blueprint of DCEO’s FY24 goals and objectives towards providing reasonable
accommodations to staff and utilizing the talents of minorities, protected class individuals, physically challenged
persons and veterans.
The Affirmative Action Plan was developed to satisfy the guid
elines of the Illinois Department of Human Rights
as well as the parameters and mandates of the various federal funding agencies whose programs the Department
administers on a statewide basis.
The Affirmative Action Plan was further developed with th
e intent to be utilized by the Department’s
management staff in their efforts to keep the Department in compliance with all state and federal civil rights
regulations and mandates.
The goals and objectives stated herein will be actively pursued by the Equ
al Employment Opportunity Officer and
management staff to provide maximum accessibility to minorities, protected class individuals, physically challenged
persons and veterans in all hiring and upward mobility programs.
EQUAL EMPLOYMENT OPPORTUNITY / AFFIRMATIVE ACTION PROGRAM CERTIFICATION
AGENCY: Illinois Department of Commerce & Economic Opportunity
MAIN ADDRESS: 555 W Monroe Suite 1200, Chicago, IL 60661
TELEPHONE NUMBER: 312-814-2811 or 312 -814-7179
TTY / NEXTALK: 800-785-6055
WEBSITE: www.DCEO.Illinois.Gov
CHIEF EXECUTIVE OFFICER: Kristin A. Richards
EEO/AA OFFICER: Jared Walkowitz
ADA COORDINATOR: Jared Walkowitz
This is to certify that the attached document represents the Equal Employment Opportunity /
Affirmative Action Program of this agency.
__________________________________________
Chie
f Executive Officer Date: September 1, 2023
___________________________________________
EEO/ADA Coordinator Date: September 1, 2023
DIRECTOR'S EEO/AA POLICY STATEMENT
The Illinois Department of Commerce and Economic Opportunity (DCEO) is committed to building upon a
culture of inclusivity, equity and diversity both though its hiring and through its programs by prioritizing
equitable policies to uplift Illinoisans from historically marginalized groups.
DCEO is deeply committed to upholding the ideals of inclusiv
e hiring prac
tices and policies to promote a
workforce that is diverse in race, color, religion, sex, sexual orientation, age, disability and veteran status. The
Department’s Affirmative Action Plan provides an overview of its progress towards creating a workforce
reflective of the diversity of our state, as well as areas of focus for continued improvement.
____
___
______________________________________________
Kristin A, Richards, Director Date: September 1, 2023
Illinois Department of Commerce & Economic Opportunity
DEPARTMENT OF COMMERCE AND ECONOMIC OPPORTUNITY
POLICY STATEMENT
A. The Illinois D
epartment of Commerce and Economic Opportunity (hereinafter referred to as the
Department) declares and reaffirms a policy of equal employment opportunity for all citizens. The
Department further declares and reaffirms full compliance with all provisions of state and federal rules,
regulations, ordinances, laws, and executive orders covering equal employment opportunity.
B. It is
the Department's policy to make all decisions regarding recruitment, hiring, promotions, and other
terms and conditions of employment without discrimination based on race, color, creed, religion, sex,
sexual orientation, national origin, age, physical or mental disability, or other factors which cannot be
lawfully used as the basis for an employment decision
.
C. This Departmental policy extends to all activities in programs which are conducted by other agencies,
institutions, organizations, or political subdivisions where financial assistance is made available by th
e
D
epartment through contracts or other arrangements using state or federal
funds.
D. All management and supervisory personnel shall ensure that areas of discretionary judgment provided
under the
Illinois Civil Services rules will not be used to circumvent the Department's policy regarding
equal employment opportunity
.
E. To implement this program of equal employment opportunity and affirmative action, it must be fully
understood by all administrative, managerial, and supervisory personnel, all other employees, and
the communities where Department facilities are locate
d.
F. The basic philosophy of the Department's Equal Opportunity/ Affirmative Action Program is clear:
discrimination based on race, color, sex, sexual orientation, religion, ancestry, military status, political
affiliation, national origin, age, marital status, or as a result of a physical or mental disability is against the
law.
G. The policy to provide reasonable accommodations to persons with physical or mental limitations is an
effort to fully utilize the talents of persons who can make a contribution toward assisting the Department
accomplish its mission.
H. The purpos
e of the Plan is to immediately proceed in a systematic manner to eliminate any artificial
barriers to equal employment and promotion within the Department.
I. Through the
policies and programs set forth in this Plan, the Department undertakes to comply fully with
state and federal laws relating to equal opportunity and nondiscrimination compliance in public servic
e.
DEPARTMENT OF COMMERCE AND ECONOMIC OPPORTUNITY AGENCY PROFILE
DCEO Mission Statement:
The mission of the Illinois Department of Commerce and Economic Opportunity (DCEO) is to create equitable economic
opportunities across the State of Illinois. By attracting and supporting major job creators, investing in communities,
strengthening Illinois’ world-class workforce, fostering innovation, and ushering in the new clean energy economy,
DCEO works to fortify Illinois’ reputation as a global economic powerhouse while ensuring Illinois is the best state to
live, work and do business.
EEO/AA Challenges
The Department strives to have its workforce diversity reflect the demographics of the State of Illinois. Efforts
to
wards this goal are an ongoing part of the Department’s hiring practices. Over the last few years, the
Department has worked to increase alignment in exempt, merit comp and bargaining unit positions, however,
continued efforts to recruit and retain a diverse workforce are needed.
Analysis of the report identifies four key focus areas, two numeric goals and two programmatic goals.
a) Numeric goal - Increase representation of the Asian American candidates to improve parity with stat
e
demographics.
The data identifie
s there is an underutilization of three (3) for Asian Americans in the workforce, with
region 1 Chicago having one (1) off for parity and region 7 Springfield having two (2) off for parity.
b) Numeric goal- Increase representation of persons with disabilities to improve parity with state
demo
graphics.
The data
identifies that there is an underutilization in numbers for persons with disabilities by two
(2) f
or parity in the agency. This is a new numeric goal for FY23
.
c) Programmatic Goal = Increase representation of Black/African American males to improve the gender
equity catego
ry.
The data id
entifies that among all racial groups, except for Black/African Americans, there is equity
amongst gender. The recruitment focus is to continue to recruit and hire more Black/African
American males with emphasis in the Officials/Administrator and Professional categories.
d) Programmatic Goal - Increase minority representation in the Officials/Administrators EEO job catego
ry.
The da
ta identifies that minorities are still underrepresented in this category with over 70% of the
workforce comprised by white males and females.
Some of the challenges the Department faces in recruiting a diverse workforce is in casting a wide enough
net to reach qualified diverse candidates and ensuring there is diversity within the internal and external
pipeline for bargaining unit positions. Several positions in the Professional category are a part of the AFSCME
bargaining unit and must be filled in accordance with the Master Contract agreement. Therefore, to diversify
bargaining unit positions, recruitment efforts must allow for targeting and onboarding of new diverse
candidates.
The Department’s Offices of Employment Opportunity Monitoring and Compliance and Human Resources
have an action plan that includes strategies to target outreach to diverse candidates and collaborate with
external partners to ensure the process allows for their recruitment and retention.
RESPONSIBILITY FOR EQUAL EMPLOYMENT OPPORTUNITY
AFFIRMATIVE ACTION IMPLEMENTATION
The ultimate responsibility for achieving equal employment opportunity within the Department is through
its Affirmative Action Plan and otherwise rests with the Director of the Department both under the law and
the principles of sound public administration. However, the Director has designated an Equal Employment
Opportunity Officer. The following are the duties of the Equal Employment Opportunity Officer:
1. To
develop the agency’s affirmative action plan, goals and objectives;
2. To assist in identifying and solving EEO problems;
3. To design and implement internal audits and reporting systems for measuring the effectiveness of agency
programs indicating need for remedial action, and determining the degree to which the agency’s go
als
a
nd objectives have been attained;
4. To
serve as liaison between the agency and EEO enforcement authorities;
5. To serve as liaison between the agency minorities, women and disability organizations;
6. To
inform management of developments in the EEO field;
7. To
assist in the evaluation of employees and job applicants so that minorities, women, and
disabled persons are given equal employment opport
unity;
8. To regularly confer with managers, supervisors, and employees to assure that the agency’s EEO policies
are observed;
9. To
advise managers and supervisors if employment practices comply with the Act;
10. To
report to the Department all internal and external complaints of discrimination against the agency;
11. To
assist in the investigation of internal and external complaints of discrimination as specified in Section
2520.790 (a & b) of these regulations;
12. At the
request of the agency’s Director, to direct agency staff in taking appropriate action to correct
discriminatory practices identified by the Department and report to the Director on the progress of
actions taken;
13. In
conjunction with the filing of quarterly reports, to submit recommendations to the Chief Executive
Officer and the Department for improvements to the agency’s Affirmative Action Plan;
14. If the
agency is in noncompliance, as described in Section 2520.795 (c) (2), the agency shall work with
Central Management Services to develop training programs for the preparation and promotion of the
affirmative action group affected by the failu
re;
15. Reporting on and/or analyzing workforce analysis reports [2520.770 (a)], position vacancies [2520.770
(b)], quarterly reports [2520.770 (c)], federal compliance reports [2520.770 (d)], orders and
settlements [2520.770 ( e )], layoff reports [2520.770 (f)], reorganization reports [2520.770 (g)], hiring
and promotion compliance monitors [2520.770 (h)], and exit questionnaires [2520.770 (i)]
;
16. Evaluating tests, employment policies and practices and reporting to the agency director any such
policies, practices and evaluation mechanisms that have adverse impact on minorities, women and
the disabled. The Equal Employment Opportunity Officer will also assist in the recruitment of
minorities, women, and people with disabilities; and
17. Pro
vide counseling for any aggrieved employee or applicant for employment who believes that he or she
has been discriminated against because of including but not limited to race, color, religion, sex, sexual
orientation, national origin/ancestry, age, marital status, arrest record, military status, including veteran
status, unfavorable discharge from military service, citizenship status and disability
.
18. Review annual affirmative action plans, monitoring reports (when the Department of Commerce and
Economic Opportunity grant managers identify significant EO problems), and service patterns of the
Department of Commerce and Economic Opportunity grantees for compliance with state and Federal
EO/AA rules and regulations. Provide corrective action measures when necessary.
19. Imm
ediately notify the Director and the Department when unable to resolve employment practices or
conditions which have or tend to have disparate impact on minorities, women, the disabled or
veterans.
Illinois Department of Commerce & Economic Opportunity
Equal
Employment Opportunity Officer
Jared Walkowitz
Interim E
EO/ADA Officer
555 W. Monroe, Suite 1200
Chicago, IL 60661
CEO.EOMC@illinois.gov
DIRECTOR’S OFFICE
OFFICE OF EO MONITORING & COMPLIANCE
OFFICE OF EO MONITORING &
COMPLIANCE
SEN PUB SERV ADMIN opt 1 016
40070-42-00-005-00-01
VACANT (HICKS SKINNER 8/25/23)
J
ared Walkowitz - EEO/ADA officer
4d3/XG000 AI=N
AGENCYWIDE EEO OFFICER/
EDUCATION & TRAINING
PUBLIC SERV ADMIN opt 1 084
37015-42-00-005-10-01
VACANT (Benn 4/30/16)
RC063 AI=N
WORKFORCE
EQUAL OPPORTUNITY
PUBLIC SERV ADMIN opt 1 084
37015-42-00-005-20-02
VACANT
RC063 AI=N
PUBLIC SERV ADMIN opt 1 016
37015-42-00-005-20-01
VACANT
RC063 AI=N
PUBLIC SERV ADMIN opt 1 084
37015-42-00-005-20-03
TIM GOLEMO
RC063 AI=Y
EXECUTIVE 2 opt 29/SS 016
13852-42-00-005-20-01
VACANT (Charneco 12/31/19)
RC062 AI=N
EXECUTIVE 2 084
13852-42-00-005-20-02
VACANT (D. Fanniel 12/31/22)
RC062 AI=N
ADMIN ASST 1 084
00501-42-00-005-10-01
VACANT
RC028 AI=N
EXECUTIVE 2 084
13852-42-00-005-10-01
VACANT
RC062 AI=N
DIRECTOR
KRISITN A. RICHARDS
Theworkforcedistributionbyjobclassificationandrace/ethnicity/nationalorig inand byjob
classificationandsexisasfollows:
Analysis: Considering overall distribution of positions across race/eth nicity/national origin categories, minority
employees are under‐represented in two classifications; Officials/Administrators and Professional with 72.46% and
70.47%respectivelyoftheworkforcebeingwhiteintheseclassifications.
Officials/
Administrators
Professionals
Technicians
Protective
Service
Para‐
professionals
Administrative
Support
SkilledCraft
Service/
Maintenance
White
70.42%
66.88%
100%
0%
62.50%
66.67%
0%
100%
Black/African‐
American
13.38%
18.47%
0%
0%
12.50%
0%
0%
0%
Hispanic/Latino
8.45%
8.28%
0%
0%
12.50%
33.33%
0%
0%
Asian
4.23%
1.27%
0%
0%
0%
0%
0%
0%
American
Indian/Alaska
Native
0.70%
0%
0%
0%
0%
0%
0%
0%
Native
Hawaiian/Other
PacificIslander
0%
0%
0%
0%
0%
0%
0%
0%
Male
50.00%
40.13%
50%
0%
12.50%
33.33%
0%
0%
Female
50.00%
59.87%
50%
0%
87.50%
66.67%
0%
100%
ACTION POLICY AND PLAN
Internal
1. The Equ
al Employment Opportunity Officer will post the Affirmative Action Policy on all the Department of
Commerce and Economic Opportunity bulletin boards and on the Department of Commerce and Economic
Opportunity Portal which is available to all employees.
2. The AA
Policy will be included in the Department of Commerce and Economic Opportunity Employee
Handbook which is also posted on the Portal.
3. The
Equal Employment Opportunity Officer will provide a copy of the Affirmative Action Plan to the
following the Department of Commerce and Economic Opportunity staff: Director, Assistant Director
,
Chief
of Staff, Chief Operating Officer, General Counsel, Office Deputy Directors, and subsequent
division managers.
4. All the
Department of Commerce and Economic Opportunity staff will be notified that a copy of the
Affirmative Action Plan is available upon request.
External
1. The Equ
al Employment Opportunity Officer will provide the State Library with two (2) copies and an
electronic version of the Affirmative Action Plan. The copies will be sent to the Illinois State Library
Acquisitions Division, Illinois Document Division (Title 23, Part 3020, Ch1, Subpart A, and Section
3020.110).
2. The AA
Plan will be available to all state and federal entities as well as all interested recruitment sources.
METHODS OF DISSEMINATING THE AFFIRMATIVE
SECTION 2
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
INTERNAL WORKFORCE ANALYSIS
As of June 30, 2023, Illinois Department of Commerce and Economic Opportunity had a total number of
333 employees. The following two tables are subsets of the Workforce Analysis report.
The workforce distribution by r
ace/ethnicity/national origin and sex is as follows:
Analysis: G
ender distribution across the agency is nearly even, and that balance is carried across most
race/ethnicity/national origin categories. The only category that shows significant gender disparity is African
American, with 18 male employees versus 38 female employees.
Workforce Analysis by Region
Agency:
Region:
1
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
67 35 21 5 5 3 1 1 32 15 7 6 4 52.24% 47.76% 53.73% 17.91% 16.42%
10.45% 0.00% 1.49% 1.49%
Professionals
28 10 5 3 2 18 3 12 2 1 1 35.71% 64.29% 28.57% 53.57% 14.29%
3.57% 0.00% 0.00% 3.57%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Para-
professionals
1 1 1 0 100.00% 0.00% 0.00% 100.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
2 1 1 1 1 50.00% 50.00% 0.00% 0.00% 100.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 98 47 26 9 8 3 0 1 1 51 18 19 9 5 0 0 1 47.96% 52.04% 44.90% 28.57% 17.35%
8.16% 0.00% 1.02% 2.04%
54
55.10%
White: 44 AI/AN: 0 NHOPI: 1 2
44.90% 0.00%
1.02%
Black/African American:
17.35%
Asian:
8
8.16%
FY23 Q4
Reporting Period:
Grand Total Employees for Region 1:
Males:
47
Hispanic/Latino:
17
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
AI /
AN
Females:
51
Total Minorities:
NH
OPI
NHOPI
28.57%
NH
OPI
DHR-9 (Rev. Feb. 2016)
2.04%
Department of Commerce & Economic Opportunity
PWD:
47.96%
52.04%
AI /
AN
AI/AN
28
Workforce Analysis by Region
Agency:
Region:
2
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
2 1 1 1 1 50.00% 50.00% 0.00% 100.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Para-
professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 2 1 0 1 0 0 0 0 0 1 0 1 0 0 0 0 0 50.00% 50.00% 0.00% 100.00% 0.00%
0.00% 0.00% 0.00% 0.00%
2
100.00%
White: 0 AI/AN: 0 NHOPI: 0 0
0.00% 0.00%
0.00%
0.00% 0.00%
Total Minorities:
50.00%
50.00%
AI /
AN
NH
OPI
NH
OPI
Department of Commerce & Economic Opportunity
1
Grand Total Employees for Region 2:
Males:
1
Females:
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
0
Asian:
0
100.00%
0.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
Black/African American:
2
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
PWD:
Workforce Analysis by Region
Agency:
Region:
3
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA
H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
2 2 2 0 100.00% 0.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Para-
professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 2 2 2 0 0 0 0 0 0 0 0 0 0 0 0 0 0 100.00% 0.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
0
0.00%
White: 2 AI/AN: 0 NHOPI: 0 0
100.00% 0.00%
0.00%
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
0
Asian:
0
PWD:
0.00%
0.00% 0.00%
Black/African American:
Females:
0
Total Minorities:
100.00%
0.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
Grand Total Employees for Region 3:
Males:
0.00%
0
2
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
NH
OPI
AI /
AN
NH
OPI
Workforce Analysis by Region
Agency:
Region:
4
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA
H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
1 1 1 0 100.00% 0.00% 0.00% 0.00% 100.00%
0.00% 0.00% 0.00% 0.00%
Professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Para-
professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 1 1 0 0 1 0 0 0 0 0 0 0 0 0 0 0 0 100.00% 0.00% 0.00% 0.00% 100.00%
0.00% 0.00% 0.00% 0.00%
1
100.00%
White: 0 AI/AN: 0 NHOPI: 0 0
0.00% 0.00%
0.00%
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
1
Asian:
0
PWD:
100.00%
0.00% 0.00%
Black/African American:
Females:
0
Total Minorities:
100.00%
0.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
0
0.00%
Grand Total Employees for Region 4:
Males:
1
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
NH
OPI
AI /
AN
NH
OPI
Workforce Analysis by Region
Agency:
Region:
5
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA
H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
1 0 1 1 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Professionals
1 0 1 1 0.00% 100.00% 0.00% 100.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Para-
professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 2 0 0 0 0 0 0 0 0 2 1 1 0 0 0 0 0 0.00% 100.00% 50.00% 50.00% 0.00%
0.00% 0.00% 0.00% 0.00%
1
50.00%
White: 1 AI/AN: 0 NHOPI: 0 0
50.00% 0.00%
0.00%
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
0
Asian:
0
PWD:
0.00%
0.00% 0.00%
Black/African American:
Females:
2
Total Minorities:
0.00%
100.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
1
50.00%
Grand Total Employees for Region 5:
Males:
0
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
NH
OPI
AI /
AN
NH
OPI
Workforce Analysis by Region
Agency:
Region:
7
MALES FEMALES
PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
73 34 32 2 2 39 33 5 1 1 46.58% 53.42% 89.04% 9.59% 1.37%
0.00% 0.00% 0.00% 4.11%
Professionals
135 52 42 6 4 1 83 67 11 3 1 1 4 38.52% 61.48% 80.74% 12.59% 5.19%
0.74% 0.74% 0.00% 3.70%
Technicians
3 1 1 2 2 33.33% 66.67% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Para-
professionals
5 0 5 3 1 1 1 0.00% 100.00% 60.00% 20.00% 20.00%
0.00% 0.00% 0.00% 20.00%
Administrative
Support
2 0 2 2 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
1 0 1 1 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL
219 87 75 8 4 0 0 0 3 132 108 17 5 1 1 0 6 39.73% 60.27% 83.56% 11.42% 4.11%
0.46% 0.46% 0.00% 4.11%
36
16.44%
White: 183 AI/AN: 1 NHOPI: 0 9
83.56% 0.46%
0.00%
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
9
Asian:
1
PWD:
4.11%
0.46% 4.11%
Black/African American:
Females:
132
Total Minorities:
39.73%
60.27%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
25
11.42%
Grand Total Employees for Region 7:
Males:
87
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
NH
OPI
AI /
AN
NH
OPI
Workforce Analysis by Region
Agency:
Region:
8
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
1 0 1 1 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Para-
professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 1 0 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
0
0.00%
White: 1 AI/AN: 0 NHOPI: 0 0
100.00% 0.00%
0.00%
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
0
Asian:
0
PWD:
0.00%
0.00% 0.00%
Black/African American:
Females:
1
Total Minorities:
0.00%
100.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
0
0.00%
Grand Total Employees for Region 8:
Males:
0
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
NH
OPI
AI /
AN
NH
OPI
Workforce Analysis by Region
Agency:
Region:
9
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
1 0 1 1 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Para-
professionals
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 1 0 0 0 0 0 0 0 0 1 1 0 0 0 0 0 0 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
0
0.00%
White: 1 AI/AN: 0 NHOPI: 0 0
100.00% 0.00%
0.00%
DHR-9 (Rev. Feb. 2016)
Hispanic/Latino:
0
Asian:
0
PWD:
0.00%
0.00% 0.00%
Black/African American:
Females:
1
Total Minorities:
0.00%
100.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
0
0.00%
Grand Total Employees for Region 9:
Males:
0
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
NH
OPI
AI /
AN
NH
OPI
Workforce Analysis by Region
Agency:
Region:
10
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
3 2 2 1 1 66.67% 33.33% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Professionals
2 0 2 2 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Technicians
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Protective
Service
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Para-
professionals
2 0 2 2 0.00% 100.00% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Administrative
Support
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
Skilled Craft
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00% 0.00%
Service /
Maintenance
0 0 0 0.00% 0.00% 0.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
TOTAL 7 2 2 0 0 0 0 0 0 5 5 0 0 0 0 0 0 28.57% 71.43% 100.00% 0.00% 0.00%
0.00% 0.00% 0.00% 0.00%
0
0.00%
White: 7 AI/AN: 0 NHOPI: 0 0
100.00% 0.00%
0.00%
PWD:
0.00%
0.00% 0.00%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
DHR-9 (Rev. Feb. 2016)
0
0.00%
Black/African American:
28.57%
71.43%
Hispanic/Latino:
0
Asian:
0
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
5
Total Minorities:
Grand Total Employees for Region 10:
Males:
AI /
AN
NH
OPI
NH
OPI
Department of Commerce & Economic Opportunity
2
Females:
Summary of Workforce Analysis by Region
Agency:
Grand Total
MALES FEMALES PERCENTAGES
Grand
EEO Category Total Total
W B/AA H/L A PWD Total W
B/AA
H/L A PWD
M F W B/AA
H/L A PWD
Officials /
Administrators
151 75 57 8 6 3 1 3 76 52 13 7 4 1 49.67% 50.33% 72.19% 13.91% 8.61%
4.64% 0.66% 2.65%
Professionals
166 62 47 9 6 1 104 72 24 5 2 1 5 37.35% 62.65% 71.69% 19.88% 6.63%
1.20% 0.60% 3.61%
Technicians
3 1 1 2 2 33.33% 66.67% 100.00%
Protective
Service
Para-
professionals
8 1 1 7 5 1 1 1 12.50% 87.50% 62.50% 25.00% 12.50%
12.50%
Administrative
Support
4 1 1 3 2 1 25.00% 75.00% 50.00% 50.00%
Skilled Craft
Service /
Maintenance
1 1 1 100.00% 100.00%
TOTAL 333 140 105 18 13 3 1 4 193 134 38 14 6 1 7 42.04% 57.96% 71.77% 16.82% 8.11%
2.70% 0.30% 0.30% 3.30%
94
28.23%
White: 239 AI/AN: 1 NHOPI: 1 11
71.77% 0.30% 0.30%
PWD:
8.11%
2.70% 3.30%
W=White B/AA=Black or African American H/L=Hispanic or Latino A=Asian AI/AN=American Indian or Alaskan Native NHOPI=Native Hawaiian or Other Pacific Islander PWD=People with Disabilities
DHR-9 (Rev. Feb. 2016)
193
Total Minorities:
42.04%
57.96%
Hispanic/Latino:
27
Asian:
9
Department of Commerce & Economic Opportunity
Reporting Period:
FY23 Q4
AI /
AN
AI/AN
NHOPI
AI /
AN
NH
OPI
NH
OPI
Grand Total Employees:
140
Females:
Males:
56
16.82%
Black/African American:
Underutilization Summary by Region
Region
Officials and Administrators Professionals Technicians Protective Service Workers
Women B/AA H/L A AI/AN NHOPI Women B/AA H/L A AI/AN NHOPI Women B/AA H/L A AI/AN NHOPI Women B/AA H/L A AI/AN NHOPI
1 1
2
3
4
5
6
7 2
8
9
10
Total 0 0 0 0 0 0 0 0 0 3 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Region Paraprofessionals Administrative Support Skilled Craft Workers Service-Maintenance
Women B/AA H/L A AI/AN NHOPI Women B/AA H/L A AI/AN NHOPI Women B/AA H/L A AI/AN NHOPI Women B/AA H/L A AI/AN NHOPI
1
2
3
4
5
6
7
8
9
10
Total 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0 0
Total underutilization for Women: 0 Total underutilization for Black or African American: 0 Total underutilization for Hispanic or Latino: 0
Total underutilization for Asian: 3 Total underutilization for American Indian or Alaskan Native: 0
Total underutilization for Native Hawaiian or Other Pacific Islander: 0
Note: If no calculations are necessary in any region where the agency does not have a facility or because there are less than ten employees in the EEO category in that region, leave that box blank.
W= Women B/AA = Black or African American H/L = Hispanic or Latino A = Asian AI/AN = American Indian or Alaska Native NHOPI= Native Hawaiian or Other Pacific Islander
DHR 11-AAP (Rev. Feb. 2016)
Department of Commerce and Economic Opportunity
2023
Name of Agency:
Fiscal Year:
The workforce distribution by job classification and race/ethnicity/national origin and by job
classification and sex is as follows:
Analysis: Considering overall distribution of positions across race/ethnicity/national origin categories, minority
employees are under-represented in two classifications; Officials/Administrators and Professional with 72.19% and
71.69% respectively of the workforce being white in these classifications.
Officials/
Administrators
Professionals
Technicians
Protective
Service
Para-
professionals
Administrative
Support
Skilled Craft
Service/
Maintenance
White 72.19 % 71.69% 100% 0% 62.50% 50% 0% 100%
Black/African
-
American
13.91% 19.88% 0% 0% 25% 0% 0% 0%
Hispanic/Latino
8.61% 6.63% 0% 0% 12.5% 50% 0% 0%
Asian 4.64% 1.2% 0% 0% 0% 0% 0% 0%
American
Indian/Alaska
Native
0% .6% 0% 0% 0% 0% 0% 0%
Native
Hawaiian/Other
Pacific Islander
.66% 0% 0% 0% 0% 0% 0% 0%
Male 49.67% 37.35% 33.33% 0% 12.50% 25% 0% 0%
Female 50.33% 62.65% 66.67% 0% 87.50% 75% 0% 100%
SECTION 3
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
GOALS & TIMETABLES
The following tables reflect a summary of utilization, detailed in the previous section. This data will be used
to develop goals in this section.
Region 1 (Cook County and surrounding area)
Category
Blacks/
African
Americans
Hispanics
Women
Asians Native
American
Officials/Managers
P
P
P
P
P
Professionals
P
P
P
1
P
Technicians
P
P
P
P
P
Protected Service
Paraprofessionals
P
P
P
P
P
Office/Clericals
P
P
P
P
P
Skilled Craft
P
P
P
P
P
Service Maintenance
P
P
P
P
P
TOTAL
P
P
P
1
P
Region 7 (Sangamon County and surrounding area)
Category
Blacks/
African
Americans
Hispanics
Women
Asians
Native
American
Officials/Managers
P
P
P
P
P
Professionals
P
P
P
2
P
Technicians
P
P
P
P
P
Protected Service
Paraprofessionals
P
P
P
P
P
Office/Clericals
P
P
P
P
P
Skilled Craft
P
P
P
P
P
Service Maintenance
P
P
P
P
P
TOTAL
P
P
P
2
P
NUMERICAL GOAL ONE
Area to be
addressed
Underutilization of one (1) Asian American in the Professional category in region 1 and two (2) in region 7
for a total of three (3).
Goal 1
Eliminate underutilization of three (3) Asian American in all regions.
Objective
As vacancies occur, hire/promote three (3) Asian Professionals.
Actions
Assignment
of Responsibility
Completion
Target Date
Monitoring Procedure
Notify relevan
t recruitment
sources
of vacancies for
referrals
of qualified Asian
American
applicants
EOMC Deputy Director
HR Depu
ty Director
Quarterly
Rev
iew by DHR
E
mployee three Asian
Americans in the
Professional category, as
applicable
Hiring Manager
6/30/24
Rev
iew of hires/
promotions by EEO Officer
Participate in
career placement
fairs or contact Asian American
organizations through the
internet for the purpose of
attracting well
-qualified
applicants to employment in
opportunities in the public
sector.
EOMC Deputy Director
HR Depu
ty Director
6/30/2
4
Monitor the n
umber of
applicants who can obtain a
well
-qualified rating on the
CMS open
-
competitive lists for
the professional job category.
NUMERICAL GOAL TWO
Area to be
addressed
Underutilization of two (2) for Persons with Disabilities in all regions.
Goal 2
Eliminate underutilization of two (2) Persons with Disabilities in all regions.
Objective
As vacancies occur, hire/promote two (2) or more Persons with Disabilities.
Actions
Assignment
of Responsibility
Completion
Target Date
Monitoring Procedure
Notify relevan
t recruitment
sources
of vacancies for
referrals
of qualified
Persons with
Disabilities
applicants
EOMC Deputy Director
HR Depu
ty Director
Quarterly
Rev
iew by DHR
E
mployee one or more
Persons with Disabilities
in
all categories, as applicable
Hiring Manager
6/30/24
Rev
iew of hires/
promotions by EEO Officer
Participate in
career placement
fairs or partner with
Department of Human Services
to attract well
-qualified
Persons with Disabilities
applicants to employment in
opportunities in the public
sector.
EOMC Deputy Director
HR Depu
ty Director
6/30/2
4
Monitor the n
umber of
applicants who can obtain a
well
-qualified rating on the
CMS open
-
competitive lists for
the professional job category.
PROGRAMMATIC GOAL THREE
Area to be
addressed
Black/African American males are underrepresented in terms of gender equality.
Goal 3
Eliminate the underrepresentation of Black/African American males to bring equity to this racial group in gender.
Objective
As vacancies occur, hire 1-3 Black African American males in the Officials/Administrator and Professionals categories.
Actions
Assignment of
Responsibility
Completion
Target Date
Monitoring Procedure
Notify relevan
t recruitment
sources
of vacancies for
referrals of
qualified
Black/African American
applicants.
EOMC Deputy Director
HR Depu
ty Director
Quarterly
Rev
iew by DHR
E
mployee one to three
Black/African American
males, as applicable.
Hiring Manager
6/30/2
4
Review of hires/ promotions by
EEO Off
icer
Participate in
career placement
fairs or
contact Black/African
American organizations
through the internet for the
purpose of attracting well
-
qualified applicants to
employment in
opportunities in the public
sector.
EOMC Deputy Director
HR Depu
ty Director
6/30/2
4
Monitor th
e number of applicants
who can obtain a well
-qualified
rating on the CMS open
-
competitive lists for all job
categories.
PROGRAMMATIC GOAL FOUR
Area to be
addressed
Diversity in leadership staff for the Officials/Administrator category.
Goal 4
Increase representation of all EEO racial groups among the leadership staff in the
Officials/Administrator category.
Objective
As leadership vacancies occur, hire/promote two to five candidates from EEO racial groups, especially
Black/ African American, Hispanic/Latino and Asian.
Actions
Assignment of
Responsibility
Completion Target
Date
Monitoring Procedure
Notify relevan
t recruitment
sources
of vacancies for
referrals
of qualified
applicants and contact
various minority
organizations to
identify
opportunities.
EOMC Deputy Director
HR Depu
ty Director
Quarterly
Rev
iew by DHR
Increase DCEO representation at
various minority functions to
expand pool of potential
applicants.
Leadership
EOMC Deputy
Director
HR Deputy Director
6/30/2
4
Rev
iew by DHR & EOMC
Em
ploy two to five members of
EEO groups in leadership
positions as applicable.
Hiring Manager
6/30/24
Rev
iew of hires/
promotions by EEO
Officer
Participate in
career placement
fairs and/or contact minority
organizations through the
internet for the purpose of
attracting well
-qualified
applicants to employment in
opportunities in the public
sector.
EOMC Deputy
Director
HR Depu
ty Director
6/30/2
4
Monitor the n
umber
of applicants who
can obtain a well
-
qualified rating on
the CMS open
-
competitive lists for
all job categories.
PROGRAMMATIC GOALS
SECTION 4
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
EQUAL EMPLOYMENT OPPORTUNITY COMPLAINT INVESTIGATION PROCEDURE
Policy
The agency affirms its commitment to a policy of equal employment opportunity through the
implementation of an EEO complaint investigation procedure to promote the internal resolution of employee
complaints of alleged discrimination. It is the conviction of the agency that the establishment of this complaint
investigation procedure shall provide an internal avenue of redress to informally resolve complaints of
alleged discrimination at the lowest organizational level, reducing the backlog, delay, and expense of a
prolonged formal investigation.
To that end, the EEO Officer and General Counsel will work in a concerted effort during the investigation
of c
omplaints, documentation of facts, the presentation of findings, and recommendations to resolve
the alleged discriminatory issue(s).
The use of this internal EEO complaint investigation procedure does not preclude the rights of an employee
to file a charge directly with the state (Department of Human Rights) or the federal government (Equal
Employment Opportunity Commission or any other appropriate government agency). The filing of any
complaint of alleged discrimination may not be used as a basis for future retaliation adversely affecting the
rights of any employee.
Procedures
The Internal EEO Complaint Form (attached) shall be used to clearly record the date, nature, and other
pertinent
information of the complaint of alleged discrimination submitted to the EEO Officer. The form is
also available on the Department’s intranet.
All complaints alleging a violation of the equal opportunity provisions must be filed with the EEO Officer within
10 working days
from the alleged violation.
The EEO Officer will forward the complaint within 5 working days from the date of receipt of the complaint
to the Department’s General Counsel or designee who will process it and begin an investigation.
Copies of the complaint are kept in a confidential location on file with the Department’s General Counsel and
the E
EO Officer. Upon request, the EEO Officer will provide technical assistance to the General Counsel or
designee throughout the investigatory process.
Upon completion of the investigation, the General Counsel or designee will develop a written report of the
investigation findings. The report will be sent to the Director for review. The General Counsel or designee
will prepare and send a finding letter to both parties involved.
The employee also has a right to file a formal charge within 300 days of the alleged violation with the with
the Illinois Department of Human Rights and/or within 300 days of the alleged violation with the U.S.
Equal Employment Opportunity Commission concurrently with the filing of an internal complaint.
IDHR administers the State of Illinois Sexual Harassment and Discrimination Helpline:
H
elpline: 1-877-236-7703 (Monday – Friday 8:30 to 5:00)
Addresses of governmental entities which have responsibility for handling various discriminatory
complaints follow:
Illinois Department of Human Rights
524 S 2
nd
Street, Suite 3000
Springfield, Illinois 62701
217.785.5100
TTY 866.740.3953
Illinois Department of Human Rights
555 West Monroe Street, 7
th
Floor
Chicago, Illinois 60661
312.814.6200
TTY 866.740.3953
Equal Employment Opportunity Commission
JCK Federal Building
230 South Dearborn Street
Suite 1866 (Enforcement, State and Local & Hearings)
Suite 2920 (Legal & ADR)
Chicago, Illinois 60604
312-872-9777
Enforcement/File Disclosure Fax 312-558-1200
www.eeoc.gov
TTY 800-669-6820
Equal Employment Opportunity Commission
1222 Spruce Street, Room 8-100
St. Louis, Missouri 63103
800-669-4000
TTY 800-669-6820
Internal EEO Complaint Form
All complaints regarding Equal Employment Opportunity should be filed with the Department’s Equal
Employment Opportunity Officer at the following address:
Jared Walkowitz Interim EEO/AA
Officer
555 W. Monroe, Suite 1200
Chicago, IL 60661
E-mail: CEO.EOMC @illinois.gov
1. Name
Telephone
Work Location
Present Job
2. Date of alleged discriminatory practice or action
3.
Basis of the alleged discriminatory practice:
Race
Disability
Sex
Retaliation
Sexual Harassment
Religion
Sexual Orientation
Age
National Origin
Other
Ancestry
4.
The discrimination occurred in connection with:
Interview
Compensation
Hiring Selection
Transfer
Promotion
Lay Off
Downward Allocation
Termination
Disciplinary Action
Training Opportunity
Other *
* Please explain within section 5 of this form.
5.
The facts of the alleged discriminatory employment practice are:
(Continue on additional sheet, if necessary)
6.
Name(s), Title(s), Work Location(s), and Telephone Number(s) of Person(s) who you believe discriminated
against you.
Name
Title
Location
Phone No.
Name
Title
Location
Phone No.
7.
Please supply supporting evidence to document the basis for the discriminatory practice you are claiming, as indicated
in you
r response to section 3 of th
e form.
I have attached supporting evidence: Yes No
Describe:
8.
Have you mad
e an effort
to resolve the discrimination through your supervisors, the grievance procedure,
or with any public or private organization?
Yes No
If yes, please explain, indicating the outcome of the efforts:
Complainant’s Signature
Date Filed
Department EEO Officer’s Signature
Date Received
NOTE: To initiate a formal charge of discrimination, this form must be filed with the DCEO EO Compliance
Manager within (10) days of the alleged violation.
Each employee also has the right to file a formal charge with
in 300 days of the alleged violation with the Illinois
Department of Human Rights, 300 days with the Equal Employment Opportunity Commission, or 180 days after the
alleged unlawful employment practice occurred pertaining to an Equal Pay violation. For Victim’s Economic Security and
Safety Act of 2003 (VESSA) claims arising after August 25, 2003, complainants may file with the Illinois Department of
Labor.
Illinois Department of Human Rights
524 South 2
nd
Street, Suite 300
Springfield, IL 62702
www.state.il.us/dhr
Telephone (217) 785-5100
TTY (217) 785-5125
TTY (312) 353-2421
OR
Illinois Dep
artment of Human Rights
555 West Monroe Street
7
th
Floor
Chicago, IL 60661
Telephone (312) 814-6200
TTY (312) 263-1579
Equal Employment Opportunity Commission
JCK Federal Building
230 South Dearborn Street
Suite 1866 (Enforcement, State and Local & Hearings)
Suite 2920 (Legal & ADR)
Chicago, Illinois 60604
312-872-9777
Enforcement/File Disclosure Fax 312-558-
1200
www.
eeoc.gov
TTY (312) 353-2421
Equal Employment Opportunity Commission
1222 Spruce St., Room 8-100
St. Louis, Missouri 63103
Telephone (314) 425-6547
TTY (314) 425-6547
Illinois Department of Labor
St
ate of Illinois Building
160 North LaSalle Street, Suite C-1300
Chicago, IL 60601-3150
Equal Pay Act of 2003
(866) 372-4365
Vict
ims’ Economic Security and Safety Act of
2003
(VESSA)
(312) 793-6797
Please return the completed form, with copies of supporting documentation to the Department’s EEO Officer.
INTERNAL EEO COMPLAINT PROCESS & TIMELINE
Within 10 working
days of alleged
violation
•Complainant completes Internal EEO Complaint Form
•Complainant submits form and any supporting documentation to EEO Officer
•EEO Officer reviews complaint and forwards to GC or designee
Within 5 days
Within 10 days
•GC sends notice of receipt of complaint to complainant, alleged charged party and all
appropriate staff (e.g., HR DD, COO, Chief of Staff, EEO Officer)
•GC attempts to resolve allegation via informal redress or mediation
Within 10 days
If resolution is
satisfactory
•GC prepares written report
•Both parties agree in writing to the findings and resolution
•Report is completed and issued is closed
•Record of complaint is retained by Legal Office for 5 years
If resolution is not
satisfactory
•Department begins full investigation, to be completed within 75 days of alleged violation
•Both parties receive disclosure forms; all appropriate staff are notified
•Following investigation, GC drafts written findings report, both parties sign report and resolution
•Director reviews report and resolution for potential approval; decision is final
•Legal distributes findings report and resolution to both parties and their immediate supervisors
SECTION 5
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
AMERICANS WITH DISABILITIES ACT POLICY
It is the policy of the Illinois Department of Commerce and Economic Opportunity to comply with the provisions
of the Americans with Disabilities Act 1990, 42 U.S.C.A. Section 12101, et seq ("ADA"), as amended by the ADAAA
of 2008, and the Illinois Human Rights Act. The ADA prohibits discrimination against qualified individuals with
disabilities on the basis of their disability. The ADA provides, in part, that qualified individuals with disabilities
shall not be excluded from participating in or be denied the benefits of any programs, service or activity offered
by the Department.
The ADA requires that all programs, services, and activities, when viewed in their entirety, are readily accessible
to and usable
by qualified individuals with disabilities. The Department must communicate effectively with
individuals with speech, visual and hearing impairments and provide auxiliary communication aids to those
benefiting from the Department’s programs, services, or activities to afford equal opportunity.
Individuals wishing to review the ADA or its interpretive regulations, ask questions about their rights and remedies
under the ADA
, request a reasonable modification to the Department’s policies, practices, or procedures, or file
a written grievance with the Department alleging noncompliance with the ADA should contact the Departments
designated coordinator for the ADA.
Jared Walkowitz
In
terim EEO/AA Officer
555 W. Monroe Street
Suite 1200
Chicago, IL 60661
Telecommunications Relay Center
English:
TDD only 711 or 800-526-0844
Voice
71
1 or 800-526-0857
Spanish:
TDD only 711 or 800-501-0864
Voice
71
1 or 800-501-0865
LABOR FORCE ANALYSIS FOR PEOPLE WITH DISABILITIES
Agency:
Department of Commerce & Economic Opportunity
Fiscal
Year:
2023
Total Employees: 333
Percent of People with Disabilities in Illinois
Labor Force:
5.96%
Labor Force Number: 19
Number of Employees with
Disabilities in Agency:
11
Underutilization or Parity: 8
DHR 34-AAP (Rev. June 2013)
REASONABLE ACCOMMODATION POLICY STATEMENT
In compliance with the U.S. Americans with Disabilities Act (ADA) of 1990, as amended by the Americans
with Disabilities Act Amendments Act (ADAAA) of 2008, and the Illinois Human Rights Act, it is the policy of
the Department of Commerce and Economic Opportunity to reasonably accommodate the known physical
or mental conditions of otherwise qualified applicants and employees with disabilities.
The Department of Commerce and Economic Opportunity recognizes the right of a qualified applicant or
employee with a disability to request a reasonable accommodation to ensure equal opportunity in the
application process; to enable him or her to perform essential functions of a job; and/or to enable him or
her to enjoy equal benefits and privileges of employment.
It is the responsibility of the Department of Commerce and Economic Opportunity to provide a reasonable
accomm
odation to qualified applicants and employees with disabilities when such reasonable
accommodation does not pose an undue hardship to the operation of the agency’s business.
The Department’s Equal Employment Opportunity Officer and/or the Americans with Disabilities Act
Coordin
at
or can provide further information about the agency’s policy in this area.
__________________________________________
Ch
ie
f Executive Officer Date: September 1, 2023
REASONABLE ACCOMMODATION POLICY
I. IN
TRODUCTION
The Americans with Disabilities Act of 1990, 42 U.S.C. 12101 et seq. (ADA), as amended by the ADAAA of
2008, prohibits discrimination against a qualified individual with a disability in regard to job application
procedures, the hiring, advancement, or discharge of employees; employee compensation; job tr
aining;
and other
terms, conditions, and privileges of employment. [Section 102 (a)]
An employer must make reasonable accommodations to the known physical or mental limitations of
an
other
wise qualified individual with a disability who is an applicant or employee, unless such covered entity
has demonstrated that the accommodation would impose an undue hardship on the operation of the
business of such covered entity. [Section 102 (b) (5) (A)] However, each individual is responsible for
initiating the request for reasonable accommodation, if such individual believes such accommodation is
required to enable him/her to perform the essential functions of the job.
The policy and procedures set forth herein are also intended to meet the requirements of the Illinoi
s
Human Rights Act (Ill. R
ev. Stat. 1989, ch. 68, para 1-101 et seq.) and Section 504 of the Rehabilitation
Act of 1973 (29 U.S.C. 794), as well as the ADA, as amended by the ADAAA of 2008.
II. POLIC
Y
In accordance with the law and regulations, it is the policy of the Illinois Department of Commerc
e and
Eco
nomic Opportunity (hereinafter “the Department”):
A. to
inform employees and applicants about the Department’s policies and of the right to
reasonable accommodations
and
B. to provide any and all such reasonable accommodations in the most cost-effective
m
anner available unless it would impose an “undue hardship.”
This policy is intended to comply with the applicable laws and is not intended to create any legal or
co
ntractual rights or obligations. For the purpose of this policy, the term “employee” shall include
“applicant” and “prospective employee.”
III. REASONABLE A
CCOMMODATIONS COMMITTEE (RAC)
A. PUR
POSE
The purpose of the RAC is to effectively implement this policy.
B. MEM
BERSHIP
The RAC consists of the following staff members:
1. Deputy Director of Human Resources
2. Chief o
f Staff
3. EEO Officer
4. ADA Coordinator
C. DUTIES
The RAC provides technical assistance to our employees on technology, the ADA Title V of the
Rehabilitation Act, accessibility standards and employee relations as it relates to requests or
potential request
s.
The RAC will maintain documentation regarding RAC requests in order to:
1. prov
ide appropriate budget information and projected cost analysis for future budget
cycles
to the Budget Division;
2. lend co
nsistency to the system of the provision of accommodations and
ensure nondiscri
mination in the treatment of employ
ees;
3. ensure that
requests are processed, approved and accommodations provided in
a
tim
ely manner;
4. provid
e reports on employee accommodations and costs to regulatory agencies.
As necessary, the RAC shall provide periodic reports, including the above documentation, to the
Direc
tor for information/action. All reports shall be developed in a manner which protects the
confidentiality of the employee.
IV. REASONABLE ACC
OMMODATION
A. A reasonable accommodation is a modification or adjustment to a job application process and/or
the work environment that enables qualified applicants or employees to be considered for a
position, to perform the essential functions of a position and to enjoy equal benefits and privileges
of employment. ADA regulations: 29 C.F.R. 1630. 2(o) (1)
B. Reas
onable Accommodation may include, but is not limited to:
1. making e
xisting facilities used by employees readily accessible to and useable
by individuals with disabilit
ies;
2. job restructuring; part-time or modified work schedules; reassignment to a vacant
position; acquisition or modification of equipment or devices; appropriate adjustment or
modification of examinations, training materials or policies; the provision of
qualified
readers
or interpreters; and other similar accommodations for individuals with disabilities.
Section 101(9) of the ADA.
The determination of which accommodation is appropriate in a particular situation will be made
on a
case-by-case basis and involve the employer and employee in a flexible, interactive process
whereby the employee identifies the precise limitations imposed by the disability and along with
the employer explores potential accommodations that would overcome those limitations.
NOTE: The ADA permits employers to choose the accommodation which is lowest in cost if such
accom
modation provides a similar result to a more costly accommodation.
D. Reas
onable accommodations may be categorized in the following manner:
1. restructuring/
modifications accommodations, including, but not limited to job
restructuring by re
moval of non-essential tasks, job modifications, rearrangement of
office furniture, removal of desk drawers, flexible time to allow for transportation and/or
medical schedules
;
2. technological/accessibility accommodations, including, but not limited to dictating
machines, voice activated equipment, Telecommunication Device for the Deaf (T
DDs),
hand co
ntrols for dictating devices, speakerphones, telephone am
plifiers,
telet
ypewriters (TTY’s), Braille typewriters, orthopedic desk chairs and other adaptive
office furniture, looping systems, etc., as well as architectural modifications. In
recent
years,
digital technology has evolved rapidly and is making the TTY obsolete. To find out
more about these new devices and services please contact the Illinois Deaf and Hard of
Hearing Commission, 1630 S. 6
th
Street, Springfield, IL 62703 or 217-557-4495;
3. assistive care accommodations including the utilization of additional persons such as
readers, drivers, interpreters, and attendants who specifically assist an individual
in
perfor
ming the essential duties of the jo
b.
NOTE: A reasonable accommodation pertains only to the employee and does not include family
members. Some types of accommodations need not be on an individual basis if available at the
work site and if used by two or more individuals will not impede job performance.
V. UNDUE HARDSHIP
A. “
Undue hardship” means significant difficulty or expense in, or resulting from, the provision of an
accomm
odations. It refers to any accommodation that would be unduly costly, extensive,
substantial, or disruptive, or that would fundamentally alter the nature or operation of th
e
busin
ess of the agency.
B. Whether
an accommodation will impose an undue hardship must be analyzed on a case-by-case
basis. Factors to be considered in determining whether an accommodation would impose an
undue hardship on the Department may include, but not be limited to: (1) the nature and net
cost of the accommodation needed; (2) the overall appropriations of the facility or facilities
involved in the provision of the reasonable accommodation, the number of persons employed at
such facility and the effect on expenses and resources; (3) the overall appropriation of the
Department with respect to the number of employees and the number, type, and location of its
facilities; (4) the type of operation or operations of the Department, including the composition,
structure and functions of the workforce of such agency, and the geographic separateness and
administrative or fiscal relationship of the facility or facilities in question to the Department; and
(5)
the impact of the accommodation upon the operation of the facility, including the impact on
the ability of other employees to be able to perform their duties and the impact of the facility’s
ability to conduct business.
C. A requested acc
ommodation may be denied if it is unduly disruptive to other employees or to
the functioning of the business of the agency. To demonstrate the accommodation may be
denied if it is unduly disruptive, the disruption must result from the provision of the
accommodation, not from the fears or prejudices of other employees toward the individual’s
disability. The terms of a collective bargaining agreement may be relevant.
VI. PROC
EDURES FOR PROCESSING REQUESTS FOR REASONABLE ACCOMMODATIONS
A. The determination of reasonable accommodations for qualified employees who require such to
overcome a physical or mental impairment in performance of job duties must be conducted at
the request and with the consultation of the employee
.
1. A person with a disability may be qualified for a position vacancy if the person satisfies
the requisite skills, experience, education, and other job-related requirements of the
employment position, as set forth in standardized Department of Central Management
Service
s’ requirements, and with or without reasonable accommodations can perform
the essential functions of the job.
2. Essential job functions vary with individual job descriptions and would include those
physical, mental, and inter-personal activities necessary to achieve the anticipated
job performance effectively.
3. A determination as to a reasonable accommodation for one person
will not be treated as a precedent for another person.
B. The employee must request any and all reasonable accommodations on a Request for
Reasonable Accommodation form. The employee is responsible for adequately responding to all
questions as applicable on the form. Once completed, the form shall be transmitted by the
employee to the immediate supervisor, or by the prospective employee to the interviewing
supervisor. The employee should retain a copy of the request form.
1. If requested by management, the employee shall submit medical
documentation to support the need for the accommodation. When additional
information becomes available, the employee should submit it in writing to the
immediate supervisor for transmittal to the RAC.
2. Technical assistance is available to the employee and supervisor(s) from the Office
of Human Resources upon request.
C. The immediate supervisor or interviewing supervisor shall make a recommendation regarding
the request within five (5) working days of receipt and forward the request to the appropriate
Deputy Director who shall have five (5) working days to review and provide a recommendation
on the request form.
D. The Deputy Director shall forward the request to the Office of Human Resources Office
for review by the RAC.
E. Unless the appropriate reasonable accommodation is obvious to either or both the agency and
the qualified individual with a disability, all reviewers and the Committee will, use a problem-
solving approach.
1. Analyze the job involved and determine its purpose and essential functions.
2. Consult with the individual with a disability to ascertain the precise job-related
limitations imposed by the individual’s disability and how those limitations could be
overcome with a reasonable accommodation.
3. In consultation with the individual to be accommodated, identify potential
accommodations, and assess the effectiveness each would have in enabling the
individual to perform the essential functions of the position.
4. Consider the preference of the individual to be accommodated and select and
implement the accommodation that is most appropriate for both the employee and
the agency.
F. All reviewers shall consider the request based on the following criteria: (1) the relationship
between the accommodation and the essential job functions, (2) necessity, (3) cost
effectiveness,
(4) undue hardship to the agency, and (5) compatibility with existing equipment (where
applicable).
G. Within ten (10) working days, the RAC will act upon the request and report accommodations to
the Director. If further information is required to make a recommendation, the employee shall
be given thirty (30) days to provide such documentation and the required 10 working day(s) time
period shall begin when the additional information is received.
H. The Director will make the final decision within five (5) working days of receipt. A copy of the
Director’s decision and the RAC’s recommendation will be returned by the ADA Coordinator to
the appropriate Deputy Director who will coordinate implementing the approved request with
appropriate staff. A copy of the Director’s decision and the RAC’s recommendation will also be
sent to the employee by RAC within five (5) working days of receipt of the Director’s decision.
I. The time limits provided in this section may be extended up to thirty (30) days if circumstances
warrant (e.g., absence of a person needed to make determination, additional information
required, etc.).
VII. RECONSIDERATION
If the employee wishes to ask the Director to reconsider a decision on a Reasonable Accommodation
request, the request shall be addressed to the Director within ten (10) working days of notification of the
decision. The request shall include the reasons for the request and, if appropriate, alternative
suggestions for reasonable accommodations. A decision shall be made, and the employee notified within
ten (10) working days of receipt of the request. The decision constitutes the final administrative action
of the Department on the request.
An employee who has been denied accommodation has the right to file a complaint at the state level
with the Illinois Department of Human Rights within 180 days of the denial of the request. An employee
may also have the right to file a complaint with the U.S. Equal Employment Opportunity Commission.
VIII. IMPLEMENTATION
A. When implementing the approved request, the appropriate Deputy Director shall provide
the following:
1. If the requested accommodation is within the restructuring or modification category, the
job will be modified/restructured with assistance from the Deputy Director and the Office
of Human Resources. When the supervisor, manager, appropriate Deputy Director, and
employee are all in agreement, the supervisor shall provide the accommodation; or,
2. If the requested accommodation is of a technological/accessibility or
assistive care nature, the appropriate Deputy Director will
coordinate purchase of equipment or devices, or initiate contracts,
with the Department’s ADA Coordinator within the Office of Human
Resources.
B. Expenditure Procedures
1. In carrying out its expenditure obligation responsibilities, the Office of Financial
Management relies on Departmental business unit managers to obtain all required
approvals before making a commitment for expenditure of agency funds, to ensure that
all purchases are consistent with State of Illinois and the Department’s procurement
policies and procedures, and to initiate steps required to encumber the funds through
the Expenditure Planning and Control (EPC) system.
2. As part of the process for purchasing goods or services using agency funds, managers are
required to initiate an entry for the planned purchase into the EPC system to commit the
funds within the Department’s accounting system. Depending on the type of purchase,
the business unit is also required to produce and approve an expenditure authorization
document such as:
o Contract Obligation
o Data Processing Contract Obligations
o Purchase Requisitions
3. In general, goods under $10,000 and professional services not exceeding $5,000 are
procured on either a purchase requisition (non-EDP goods) or an EDP Purchase Request;
any purchase exceeding those thresholds must be procured on a contract.
4. All expenditure authorization documents or contracts regarding reasonable
accommodation requests should clearly reflect within the document that it is in fact
a “reasonable accommodation” purchase.
State of Illinois
Reasonable Accommodation Request for Employees
Pursuant to the requirements of state and federal laws, a qualified individual with a disability has the right to request reasonable
accommodation in conjunction with his or her employment. Reasonable accommodation means a modification to application
procedure, access to the work site, and adjustment to the work process or work schedule that would enable a person with a disability
to perform a job. Employers are not required to provide accommodations that would impose undue hardship on the operations of their
programs. The procedures for accommodation request appear on the back of this form. Completed accommodation request forms
should be submitted to the immediate supervisor, with a copy to the agency’s EEO/AA Officer and/or the ADA Coordinator. The agency
EEO/AA Officer and/or the ADA Coordinator can respond to questions about the accommodation process.
Name Job Title
Division Telephone Number
Functional Limitations
SPECIFY TYPE OF ACCOMMODATION NEEDED AND PROVIDE A DETAILED DESCRIPTION OF THE ITEM REQUESTED – PLEASE BE SPECIFIC
Purchase or modification of equipment or devices
Job restructuring or task modification
Provision of reader, sign language interpreter or personalassistant
Structural modification to work site or facility
Modification of work schedule or leave policy
Modification of examinations, training materials or personal assistant
Reassignment to vacant position
Other
Narrative Explanation
Describe how your functional limitation interferes with performance of a duty or participation in an activity sponsored by the employer.
Explain how the requested accommodation would be used to enhance job performance or would allow you to participate in an employer-
sponsored activity. (Use additional sheets if necessary)
Employee’s Signature
Date
RAC Recommendation
ප Grant
ප Deny
ප Date
(RAC’s initials )
Chief Executive Officer’s Final Action
ප
Grant
ප
Deny
Return for
ප Date
(CEO’s initials )
Return for
Remarks
Accommodation Request Procedures for Employees
The following procedures should be followed in processing reasonable accommodation requests from employees. The
agency EEO/AA Officer and/or the ADA Coordinator can provide guidance on the accommodation process.
1.
The employee shall submit a completed reasonable accommodation request form to his or her immediate supervisor and give
a copy of the form to the agency EEO/AA Officer and/or the ADA Coordinator. The employee should retain a copy of this
information in his or her files.
2.
Once received, the supervisor shall review the request form for completeness and, in consultation with the EEO/AA Officer
and/or the ADA Coordinator, determine whether medical documentation is needed to either establish the presence of a
disability or determine an appropriate accommodation. If documentation is needed, the agency should narrowly tailor its
request to the issues of whether the employee has a disability under the law and how he or she can be accommodated. The
employee should be asked to complete a medical release form (also narrowly tailored) if the agency has additional questions
upon review of the medical documentation. When necessary, the employee should be asked to provide documentation to
address these issues.
3.
Upon receipt of necessary documentation, the supervisor shall make a recommendation, in writing, to the Division Manager
within five (5) working days.
4.
The Division manager shall review the supervisor’s recommendation and make a recommendation to the Reasonable
Accommodation Committee (RAC) within five (5) working days of receipt of the supervisor’s recommendation. The Division
Manager shall forward his/her recommendation along with the original reasonable accommodation request form and all
documentation to the agency’s EEO/AA Officer and/or the ADA Coordinator.
5.
The EEO/AA Officer and/or the ADA Coordinator shall convene a meeting of the Reasonable Accommodation Committee within
ten (10) working days of receipt of the Division Manager’s recommendation. The RAC shall review the accommodation request.
Once the Committee’s review is complete, the Committee’s recommendation shall be submitted to the Director within five (5)
working days of the Committee’s review for the Director’s approval or denial.
6.
The Director shall review the RAC’s recommendation and shall render a decision of denial or approval within five (5) working
days of receipt from the RAC.
7.
Provided that appropriate documentation has been submitted, the EEO/AA Officer and/or the ADA Coordinator shall inform the
employee in writing of the agency’s decision to grant or deny the request within thirty (30) working days of receipt of the
completed request form and any necessary medical documentation. A copy of the response will also be sent to the supervisor.
8.
If the Director approves the accommodation request, the agency shall take appropriate action to comply with the
accommodation request. Approved accommodation requests shall be implemented as soon as possible. Please note that the
agency may offer alternative suggestions providing an equally effective accommodation to remove the workplace barrier in
question.
9.
Reconsideration: If an employee wishes to ask the Director to reconsider a decision on a reasonable accommodation request,
a written request shall be addressed to the Director within ten (10) working days of notification of the decision. The
reconsideration request shall include the reasons that a reconsideration is being requested and, if appropriate, alternative
suggestions for reasonable accommodation. After a complete review of the matter, a decision shall be made, and the employee
shall be notified. The Director’s decision on this recommendation shall constitute the final internal action by the Department on
the accommodation request.
10.
An employee who has been denied accommodation has the right to file a complaint at the state level with the Illinois Department
of Human Rights within 300 days of the denial of the request. An employee may also have the right to file a complaint with the
U. S. Equal Employment Opportunity Commission (EEOC) within 300 days.
11.
The EEO/AA Officer and/or the ADA Coordinator shall document any action taken on a reasonable accommodation request
where indicated on the request form and shall retain completed accommodation request forms one year following final
action in the matter.
State of Illinois
Reasonable Accommodation Request for Applicants
Pursuant to the requirements of state and federal laws, a qualified individual with a disability has the right to request
reasonable accommodation in conjunction with his or her employment. Reasonable accommodation means a modification to
application procedure, access to the work site, and adjustment to the work process or work schedule that would enable a person with
a disability to perform a particular job. Employers are not required to provide accommodations that would impose undue hardship on
the operations of their programs. The procedures for accommodation request appear on the back of this form. Completed
accommodation request forms should be submitted to the interviewing officer. The agency EEO/AA Officer and/or the ADA
Coordinator can respond to questions about the accommodation process.
Name:
Interviewing Agency:
Home Address:
Telephone:
Functional Limitations:
Type of Accommodation Needed
Ƒ
Sign Language Interpreter for the Employment Interview
Ƒ
Reader Service
Ƒ
Accessible Interviewing Site
Ƒ
Re-formatting of Examinations for Learning Disabled Applicant
Ƒ
Examination Markers for Applicants with Limited Manual Dexterity
Ƒ
Other (indicate type of accom modation needed)
Narrative Explanation
Describe how your functional limitation interferes with a portion of the preemployment process, e.g., applying, testing, or
interviewing. Explain how the requested accommodation would be used to enable you to complete the application process.
(Use additional sheet if necessary).
Applicant’s Signature:
Date:
Agency Action
Interviewing Officer’s Determination Grant Deny
Remarks (If denied, provide explanation)
Final Agency Approval
Signature:
Date:
Accommodation Request Procedures for Applicants
Qualified applicants and employees with disabilities have the right to request reasonable accommodation under the
law. Applicants may request accommodation to any stage of the application process, including the employment
application, examination procedure or interviewing process. Note that the Department of Central Management
Services is responsible for accommodations to its testing procedures.
Once an individual with a disability has been hired, he or she has the right to request accommodation to the work site, work
schedule or work process that would enable him or her to perform the job in question. Procedures for applicants to follow
in making an accommodation request are listed below. The EEO/AA Officer and/or the ADA Coordinator can provide
additional information about the accommodation process within their agencies.
Procedures:
1.
Applicants may request accommodations to the application process orally or in writing (either through
correspondence or the use of the accommodation request form for applicants). If the request is made orally or
through written correspondence, the agency EEO/AA Officer and/or the ADA Coordinator will complete
accommodation request forms in the matter for purposes of processing and documenting the request
2.
Applicants shall submit accommodation requests to the interviewing officer. The interviewing officer should
provide a copy of the form to the EEO/AA Officer and/or the ADA Coordinator. In cases where the EEO/AA
Officer and/or the ADA Coordinator completes the form for the applicant with a disability, the EEO/AA Officer
and/or the ADA Coordinator shall submit completed forms to the interviewing officer and retain a copy for him
or herself.
3.
Applicants shall submit accommodation requests to the interviewing officer. The interviewing officer should
provide a copy of the form to the EEO/AA Officer and/or the ADA Coordinator. In cases where the EEO/AA
Officer and/or the ADA Coordinator completes the form for the applicant with a disability, the EEO/AA Officer
and/or the ADA Coordinator shall submit completed forms to the interviewing officer and retain a copy for him
or herself.
4.
A response to the request will be provided to the applicant within five days following receipt of the request by
the interviewing officer.
5.
If it is within the bounds of the authority of the interviewing officer to grant the request and he or she believes
it to be reasonable, the accommodation will be provided. Information regarding the type of accommodation
provided will be sent to the EEO/AA Officer and/or the ADA Coordinator.
6.
If another official within the agency must be consulted for the accommodation to be provided, he or she
will determine whether the agency will grant the request.
7.
If the agency denies the request, the applicant has the right to file an internal complaint with the EEO/AA
Officer and/or the ADA Coordinator and/or external complaint with the Illinois Department of Human Rights
within 300 days of the denial. An applicant may also have the right to file a complaint with the U. S. Equal
Employment Opportunity Commission (EEOC) within 300 days.
8.
Applicants shall submit accommodation requests to the interviewing officer. The interviewing officer should
provide a copy of the form to the EEO/AA Officer and/or the ADA Coordinator. In cases where the EEO/AA
Officer and/or the ADA Coordinator completes the form for the applicant with a disability, the EEO/AA Officer
and/or the ADA Coordinator shall submit completed forms to the interviewing officer and retain a copy for him
or herself.
9.
Applicants shall submit accommodation requests to the interviewing officer. The interviewing officer should
provide a copy of the form to the EEO/AA Officer and/or the ADA Coordinator. In cases where the EEO/AA
Officer and/or the ADA Coordinator completes the form for the applicant with a disability, the EEO/AA Officer
and/or the ADA Coordinator shall submit completed forms to the interviewing officer and retain a copy for him
or herself.
10.
A response to the request will be provided to the applicant within five days following receipt of the request by
the interviewing officer.
11.
If it is within the bounds of the authority of the interviewing officer to grant the request and he or she believes
it to be reasonable, the accommodation will be provided. Information regarding the type of accommodation
provided will be sent to the EEO/AA Officer and/or the ADA Coordinator.
12.
If another official within the agency must be consulted in order for the accommodation to be provided, he or
she will determine whether the agency will grant the request.
13.
If the agency denies the request, the applicant has the right to file an internal complaint with the EEO/AA
Officer and/or the ADA Coordinator and/or external complaint with the Illinois Department of Human Rights
within 300 days of the denial. An applicant may also have the right to file a complaint with the U. S. Equal
Employment Opportunity Commission (EEOC) within 300 days.
PHYSICAL BARRIERS
The Department rents space in two office buildings in Springfield, 1 W Old State Capitol Plazaand 607 East Adams.
Both buildings are historic and do not have some of the more modern conveniences or standards of newer
buildings. However, both buildings, which are managed through the Illinois Department of Central Management
Services, meet the minimum ADA requirements.
The state facilities in Chicago, at 555 West Monroe Street, and in Marion, at 2309 West Main, are also
managed by CMS.
PROCEDURAL BARRIERS
A. Pre-Employment Screening
The ADA prohibits an employer from making any pre-employment inquiries regarding an applicant's
physical or mental disability.
According to the ADA, employers may ask about an applicant's ability to perform both essential and
marginal job functions. However, employers may not refuse to hire an applicant with a disability because
the applicant's disability prevents him or her from performing marginal functions.
Permissible Inquiries
x Employers may describe or demonstrate the job function and ask if the applicant can perform
that function with or without reasonable accommodation.
x Employers may ask whether the applicant has a driver's license, if driving is a job function,
but may not ask whether the applicant has a visual disability.
x Employers may also ask an applicant (including one with a known disability) to describe or
demonstrate how, with or without reasonable accommodation, the applicant will be able to
perform job-related functions. Generally, this must be asked of all applicants.
x If an applicant has a known disability that may interfere with the performance of a job-
related function, they can ask only that applicant.
Impermissible Inquiries
x Employers may not use an application form that lists potentially disabling impairments and ask
the applicant to check any of those which he/she may have.
x Employers may not ask how often individuals will require leave for treatment or use leave as
a result of incapacitation because of their disability.
x Employers may not ask about an applicant's prior workers' compensation history.
x Employers may not ask if an individual has any disabilities or impairments which may affect their
performance on the job.
x Employers may not ask information about the types of medication an individual is taking.
B. Pre-employment Testing
The Department does not conduct pre-employment testing.
C. Employment Criteria and Job Description Review
Any employment criteria established by the Department to screen applicants should be reviewed before
positions are filled to determine whether they would screen out applicants with disabilities. Employment
criteria with a disparate impact on applicants with disabilities should be examined to determine whether
they are job-related. If such criteria are not job-related, they should be eliminated. Job descriptions should
be reviewed before interviews are held to identify essential job duties.
D. Identification of Disabled Employees for Layoff Report
For purposes of preparing a Departmental layoff report, disabled employees are identified through the
Survey for Disabled Employees. Employees who identify impairments on this form are to be considered
disabled, and those who do not indicate any impairment are not considered disabled. The survey form
contains a notice to this effect. Employees have the right to complete new survey forms at any time during
their employment, should their disability status change.
E. Identification of an ADA Coordinator
Jared Walkowitz
Interim EEO/AA Officer
555 W. Monroe Street,
Suite 1200
Chicago, IL 60661
EMERGENCY EVACUATION PROCEDURES
The EEO Officer provides emergency evacuation procedures periodically to employees with disabilities.
The Department’s Employee Policy Manual also details emergency procedures. The EEO Officer will
monitor the On-line Disability Survey website for employees who have indicated their need of assistance
during a workplace emergency evacuation. Such information will also be forwarded, in a confidential
manner, to safety personnel.
Springfield Offices
1 W Old State Capitol Plaza and 607 East Adams
Springfield Fire Wardens will be responsible for proper evacuation of disabled personnel on each floor. If
no sign of immediate danger is detected, these individuals will be evacuated to the inner halls of their floor.
The Springfield Fire Wardens or staff assigned to assist the disabled will remain with disabled staff until
further instruction is received from the fire Department. Elevators will not be used to evacuate unless
under the direction of the fire Department. The fire Department will be responsible for notification of “all
clear” after evacuation.
Chicago Office
555 West Monroe Street/12th Floor
Chicago Fire Wardens will be responsible for proper evacuation of disabled personnel on the 3rd floor. To
ensure the safe staging of disabled personnel until the CMS Police arrive or assistance from Chicago fire
Department arrives, the Chicago Fire Warden or staff assigned to assist the disabled will provide assistance
and remain with disabled staff until safe evacuation. All disabled personnel requiring assistance will stage
in the vending/lounge area on the 3rd floor (3-16) and will be evacuated as directed by the fire Department.
Marion Office
2309 Main Street
Marion Fire Wardens will be responsible for proper evacuation of disabled personnel on the main floor of
the Marion Office. The Marion Fire Wardens will assist and remain with disabled staff until further
instruction is received from the fire Department.
SECTION 6
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
APPLICABLE EEO LAWS
The federal and state civil rights law, rules, regulations, executive orders that impact the Department of Commerce
and Economic Opportunity are identified below. Where there is a discrepancy between federal, state, or local
law- federal law supersedes the latter two, unless state or local law is more stringent.
FEDERAL LAW:
The Civil Rights Act of 1964, as amended: This Act is the most comprehensive statute on Civil Rights ever enacted in
the U.S. It bans discrimination in voting rights, public accommodations, public education, and federally assisted
programs. Additionally, it is unlawful under the Act to retaliate against a person who has openly opposed an
employer's discriminatory practices or who has filed a charge or assisted in an investigation of a charge.
The Equal Employment Opportunity Act of 1972 is an amendment to the Civil Rights Act of 1964 to extend the
Equal Employment Opportunity Commission's jurisdiction to include public employers with 25 or more employees
as well as private employers with 15 or more employees. This amendment adds sex and religion to the Title VII
portion and extends Equal Employment Opportunity to state, local and municipal organizations, all employment
agencies (private and public) and to labor organizations.
The Pregnancy Discrimination Act of 1978 Amends Title VII of the Civil Rights Act to prohibit sex discrimination
based on pregnancy. It required that women who were temporarily disabled due to pregnancy, childbirth and
related medical conditions be provided the same benefits as those provided other disabled workers.
The Civil Rights Act of 1991 expanded the protections afforded individuals under the Civil Rights Act of 1964. It
protects against and deters unlawful discrimination and harassment in employment.
Title I of the Civil Rights Act of 1968 provides for criminal penalties for interference with an individual's
employment rights due to his/her race, color, religion, or national origin.
Title IX of the Education Amendments of 1972, as amended, prohibits discrimination on the basis of sex in all
education programs or activities receiving federal financial assistance.
The Age Discrimination in Employment Act of 1967, as amended, prohibits arbitrary discrimination against
persons 40 years of age or older.
The Age Discrimination Act of 1975 prohibits unreasonable discrimination on the basis of age in programs or
activities receiving Federal financial assistance, including programs or activities receiving funds under the State
and Local Fiscal Assistance Act of 1972.
The Rehabilitation Act of 1973 prohibits discrimination against people with physical and mental disabilities
except where the disability would prevent them from performing the major duties of the job. It also provides for
affirmative action in the employment and advancement of qualified disabled people. Section 503 requires federal
contractors and their subcontractors to undertake affirmative action in the employment of qualified disabled
individuals. Section 504 requires recipients of federal financial assistance to provide equal employment
opportunity and equal service access to qualified disabled individuals. Executive Order 12250 requires each federal
agency granting funds to issue Section 504 regulations and authorizes the Justice Department to coordinate
Section 504 implementation. Section 504 is enforced by the agency providing the federal funds in question.
The Rehabilitation Act requires employers to "make reasonable accommodations to the physical and mental
limitations" of employees and applicants who may be disabled. This obligation includes both alterations in
physical facilities and modifications in the structure or scheduling of a job.
Title I of the Americans with Disabilities Act of 1990, as amended by the Americans with Disabilities Amendments
Act of 2008, prohibits discrimination in employment against individuals with disabilities and establishes the
standards governing an employer's affirmative duty to accommodate an individual with a disability. Title II of the
ADA prohibits discrimination against individuals with disabilities by state and local governments. The ADA
Amendments Act of 2008 broadens the coverage of “disability” and thereby brings more individuals under the
protection of the law. EEOC issued new regulations under this Act.
The Vietnam Era Veterans Readjustment Act of 1974 requires employers to provide equal opportunity to Vietnam
veterans and to disabled veterans of any war and to take affirmative action to ensure such opportunities.
The Equal Pay Act of 1963, as amended, provides that an employer may not discriminate on the basis of sex by
paying employees different wages for doing equal work on jobs requiring equal skills, effort, and responsibility,
and which are performed under similar working conditions in the same establishment. The Act also prohibits
reducing any employee's wage in order to come into compliance with the Act.
In general, any employee who is covered by the minimum wage provisions of the Fair Labor Standards Act (FLSA) is
protected by this Act. In addition, the Act was amended in 1972 to include some employees not covered by the
FLSA, such as executives, administrators, professionals, etc. Violation of this law, if determined to be intentional,
can result in a back pay. The award covering a period which begins three years prior to the date of filing and ends
when the award is made.
Under the law, employers may have differences in wage rates based on: (1) a seniority system; (2) a merit system;
(3) a system which measures earnings by quantity or quality of production, e.g., piece rate; (4) any other bona fide
differential.
The Intergovernmental Personnel Act of 1970 ensures the fair treatment of applicants and employees in all aspects
of personnel administration without regard to political affiliation, race, color, national origin, sex, or religious creed
and with proper regard for their privacy and constitutional rights as citizens. The United States Civil Service
Commission (USCSC) administers the Act. USCSC may recommend remedial action, including the termination of
grants to states and local governments after they have been given reasonable notice and an opportunity for a
hearing, if the program fails to comply with the provisions of the Act. However, actual enforcement authority rests
with the grantor agency.
The Family and Medical Leave Act (FMLA) of requires employers to provide up to 12 weeks of unpaid job-
protected leave to "eligible" employees for certain family and medical reasons. Employees are eligible if they
have worked for a covered employer for at least one year, and for 1,250 hours during the year preceding the
start of the leave and be employed at a worksite where the employer employs at least 50 employees within a
75-mile radius.
Section 585(a) of the National Defense Authorization Act (NDAA) amended the FMLA to provide eligible
employees working for covered employers leave rights related to military service.
Section 3 of the Housing and Urban Development Act of 1968, as amended, provides that opportunities for
training and employment funded by Community Development Block Grant program be given to lower income
residents within the same location of the project. Also, contracts will be awarded to business concerns located
within the same project area.
Section 109 of the Housing and Urban Development Act of 1974, as amended, provides that no person shall be
excluded from participation, denied program benefits, or subjected to discrimination under any program or
activity funded in whole or in part with funds made available under this title.
The Uniformed Services Employment and reemployment Rights Act (USERRA) protects the job rights of
individuals who voluntarily or involuntarily leave employment positions to undertake military service.
The Genetic Information Nondiscrimination Act of 2008 makes it illegal to discriminate against employees or
applicants because of genetic information.
EXECUTIVE ORDERS
Executive Order 11063 provides that no person shall, on the basis of race, color, creed, or national origin, be
discriminated against in the provisions, rehabilitation or benefits of housing financed through Federal financial
assistance.
Executive Order 11141 declares it a policy of the Executive Branch that government contractors not discriminate
on the basis of age.
Executive Order 11246 requires governmental contractors to have written Affirmative Action Plans and to set
goals and timetables for increasing the representation of women and minorities in their workforce if they have
been underutilized in the past.
Executive Order 11375 expands the coverage of Executive Order 11246 to include discrimination based on sex.
SECTION 7
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
City / County:
Title of Job to be filled:
If yes, indicate number for each group:
Women:
Asian:
Sex: Disability:
# Invited
# Interviewed # Selected
Date
Date
People with Disabilities
People with Disabilities
DHR-19 (Rev. July 2015)
I approve of this hire
Chief Executive Officer
No appointment will be processed without this form. [DHR Rules and Regulations Section 2520.770(h)]
EEO/AA Officer
2. Indicate: Race of person selected:
8. Name and position of person(s) who recommended the selection of the candidate.
4. If no candidates from any of the underutilized groups appeared on the list, what efforts were made in the last six
months to assist in the recruitment of candidates?
Black or African American
6. Was the position posted?
3. Number of individuals who applied or were on the list of eligible(s)
Native Hawaiian or Other Pacific Islander
Hispanic or Latino
Total by Category
Asian
Women
Veteran:
Date of Hire:
Position Number:
5. If the category is underutilized and a member of an affirmative action group applied and was not hired, give a
detailed explanation for the hiring decision.
I have reviewed the eligibility list and:
with this hire.
Black or African American:
Hispanic or Latino:
American Indian or Alaskan Native:
IDHR Region / (Facility):
Bid Number:
Native Hawaiian or Other Pacific Islander:
EEO Job Category:
7. Name and position of person(s) who interviewed candidates.
Remarks on reverse side.
Veterans
1. Is the EEO category underutilized?
HIRING MONITOR
Name of Agency:
DCEO
American Indian or Alaskan Native
Candidate's Name:
EEO Job Category:
Title of Job to be filled:
If yes, indicate number for each group:
Women:
Asian:
# Invited # Interviewed
# Selected
Date
Date
Position Number:
IDHR Region / (Facility)
Veterans
DHR-20 (Rev. Feb. 2016)
I approve of this hire
Chief Executive Officer
No appointment will be processed without this form. [DHR Rules and Regulations Section 2520.770(h)]
EEO/AA Officer
7. Name and position of person(s) who interviewed candidates.
I have reviewed the eligibility list and:
with this promotion. Remarks on reverse side.
6. Was the position posted?
Hispanic or Latino
Asian
If yes, from what EEO job Category?
American Indian or Alaskan Native
People with Disabilities*
People with Disabilities
*For EEO Monitoring purposes.
3. Number of individuals who applied or were on the list of promotable(s):
Date of Promotion:
Black or African American:
Hispanic or Latino:
1. Is the EEO category underutilized?
8. Name and position of person(s) who recommended the selection of the candidate.
5. If the category is underutilized and a member of an affirmative action group applied and was not
promoted give a detailed explanation.
Native Hawaiian or Other Pacific Islander
Black or African American
Candidate's Name:
Total by Category
Women
American Indian or Alaskan Native:
Bid Number:
PROMOTION MONITOR
2. Indicate the race and sex of person promoted:
4. Did it change the employee's EEO Job Category?
Native Hawaiian or Other Pacific Islander:
Name of Agency:
City / County
EXIT QUESTIONNAIRE
Instructions: This questionnaire will be provided to all employees at the time of their separation from the agency whether voluntary or involuntary. The completion
of this questionnaire shall be at the employee’s option. Please send the completed form in an envelope to the Equal Employment Opportunity Officer. The Equal
Employment Opportunity Officer shall maintain a separate file of all forms for possible review by the Department of Human Rights.
Name Sex: Male Female Age:
Disability: Yes, No Race
Date of Employment Separation Date
Position Title
Starting Salary Current Salary
Who was your immediate supervisor?
Reason for leaving:
Were you terminated while still in your probationary period? If so, what could your agency have done to ensure you successfully met your probationary
period resulting in certification?
Would you want to work here again? Yes No
Explain:
Same Position? Yes No Explain:
Same Supervisor? Yes No Explain:
Do you feel the working conditions were satisfactory?
Yes No Explain:
Do you have any suggestions for improving employee morale?
Were you satisfied with the pay you received for the work performed and with promotions? Yes No
Explain:
Did you receive bilingual pay? If so, do you feel it was an appropriate amount?
Were you satisfied with the supervision and were you trained properly?
Yes No Explain:
Do you think management adequately recognized employee contributions? If not, what recommendations would you make to improve this?
Did you receive any equal employment opportunity / affirmative action orientation? Yes No
Explain:
During your employment did you request an accommodation based on your disability? Yes No N/A
If yes, please explain:
Did you personally experience any discrimination while working in your position?
Yes No Explain:
Are you aware of instances where others have been discriminated against?
Yes No Explain:
If you have answered “Yes” to the last two questions, have you discussed or given written notice of this discrimination to your supervisor or EEO/AA Officer
Yes No Explain:
Additional comments / concerns:
Employee Signature Date
DHR-30
Rev. May 2012
217.782.7500 Springfield | 312.814.7179 Chicago | www.illinois.gov/dceo
