Illinois Administrative Code
Title 26 - ELECTIONS
Part 212 - PERSONNEL
Section 212.214 - Position Classification and Compensation
Universal Citation: 26 IL Admin Code ยง 212.214
Current through Register Vol. 48, No. 12, March 22, 2024
a) Position Classification
1) Organizational Structure: The
organizational structure of the Office shall be as established by the Executive
Director and maintained on file in the Office of Administrative
Services.
2) Positions and Service:
The establishment and abolition of positions and duties shall be at the
discretion of the Executive Director and the Board. All employees serve at the
discretion of the Board, subject to the employee rights established by this
Part.
3) Classification Plan: The
Director of Administrative Services shall maintain, and revise when necessary,
a uniform position classification plan for positions necessary to carry out the
duties of the Office. The classification plan shall be based on the similarity
of duties and responsibilities assigned so that the same schedule of pay may be
equitably applied to all positions within a classification, under the same or
substantially the same employment conditions. Employees shall be classified by
position and each position classification shall be governed by a formal,
written position description approved by the Executive Director. Any change in
salary or position description shall be recorded as a personnel
transaction.
4) Allocation: It is
the responsibility of each Director to report to the Executive Director and the
Director of Administrative Services any significant changes in the duties of
any position within the organizational unit. At a Director's request and upon
approval by the Executive Director and the Director of Administrative Services,
a survey, audit, or other investigation as may be deemed necessary by the
Director shall be made to determine the proper allocation of any position to a
classification. Upon written request of an employee to a Director and upon
approval of the Executive Director and the Director of Administrative Services,
the investigation by a Director shall be made to determine the proper
allocation of the employee's position. It shall be the responsibility of the
Director of the organizational unit in which the position is located to notify
the employee, the Executive Director and the Director of Administrative
Services of the determination concerning the proper allocation of the
employee's position.
5)
Reconsideration:
A) Within 30 days after
receiving notice of the determination concerning proper allocation of a
position, the employee may make a request in writing to the Director for
reconsideration of the determination. Thereafter, the Director shall
reinvestigate the duties and responsibilities of the position and, if
necessary, of related positions. The employee shall be given a reasonable
opportunity to be heard by the Director.
B) After the re-investigation, the Director
shall render a decision in writing and it shall be served on the employee in
person or by certified mail, return receipt requested, at the employee's last
address shown in the personnel file and to the Executive Director and the
Director of Administrative Services. The effective date of the reconsidered
decision shall be the effective date of the allocation decision giving rise to
the reconsideration request.
C) An
employee wishing to appeal the reconsidered decision shall be entitled to a
hearing by the Grievance Review Committee in accordance with the procedure
established in Section
212.270 of
this Part.
6)
Assignments to Other Classifications: An employee whose position has been
allocated to a classification having a higher, lower, or same maximum
permissible salary or rate may remain in the position; provided, however, that
the Executive Director shall determine, in the case of allocation to a class
having a higher maximum salary or rate, whether, considering the nature of the
change in duties, the employee is qualified for the position.
7) Revised Class Requirements: When
requirements for a classification are revised and the duties and
responsibilities of positions comprising the classification remain essentially
unchanged, incumbents in these positions who qualified under previous
requirements for the classification shall be considered qualified.
b) Compensation Plan
1) Establishment of Plan: The Executive
Director shall establish and maintain on file in the Office of Administrative
Services a Pay Plan for all employees. The Pay Plan shall designate a salary
range for each position classification. The salary for any particular position
shall be fixed by the Executive Director within the designated salary range and
based, in his or her discretion, on the duties, responsibilities and work
requirements of that position as they relate to the total duties,
responsibilities and work requirements of the Office.
2) Provisions of the Pay Plan:
A) The Pay Plan shall provide for starting
rates of pay, and the time and manner in which subsequent changes of salary may
be made. The rate each employee is to be paid shall be set forth in appropriate
documents contained within his or her personnel file. The Pay Plan may also
include other provisions not inconsistent with law to assist in the
administration of good personnel practices for the Office.
B) The Director or the Executive Director
shall have discretion, subject to Board approval, over whether to grant pay
increases for any employee within his or her organizational unit. Merit
increases shall not be granted automatically for time in service.
The Board shall have complete discretion over whether to grant pay increases for Executive Employees and Directors.
Disclaimer: These regulations may not be the most recent version. Illinois may have more current or accurate information. We make no warranties or guarantees about the accuracy, completeness, or adequacy of the information contained on this site or the information linked to on the state site. Please check official sources.
This site is protected by reCAPTCHA and the Google
Privacy Policy and
Terms of Service apply.