Agencies
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Affirmative Action Program
The Equal Employment Opportunity and Affirmative Action office oversees the affirmative action plan for the Illinois Department of Revenue (IDOR). The EEO Officer is the designated official responsible for ensuring compliance with the Equal Employment Opportunity and Affirmative Action (EEO/AA) programs.
The affirmative action plan identifies program activities which may impact equal employment opportunities for minorities, women, and people with disabilities. The objective is to establish fair access to employment opportunities which create a workforce that is an accurate reflection of the demographics of the qualified available workforce in the relevant job market. These activities include but is not limited to employee and management development through training, targeted hiring and recruitment, outreach efforts and employee support programs. The goal is to provide good faith efforts to remove identified barriers, expand employment opportunities, and produce measurable results for operational success.
Affirmative Action Assessments
These are the qualitative (descriptive) or quantitative (numerical) methods used to assess whether we as an agency is meeting our goals. The assessment involves setting priorities and developing strategies that could be implemented to support program objectives and goals. The tools we use to measure this success include but are not limited to:
Workforce Analysis – identifies the internal workforce of the agency's personnel transactions which include, but not limited to, a breakdown of new hires, promotions, demotions, transfers, and separations by affirmative action groups.
Availability Analysis – provides a numerical measure of utilization through an analysis of the internal workforce and the availability of affirmative action groups in surrounding labor area(s). It is a comparison of the internal workforce and external workforce.
Labor Force Analysis – identifying people with disabilities through self-disclosing practices (e.g., application process or hiring). Provides numerical measure of labor force in comparison to internal and external workforce.
Goals and Timetables – When the utilization analysis results in a determination that affirmative action groups are being underutilized, specific numerical goals must be established, unless the labor market availability for the group is less than 2%. Program goals are established in conjunction with the agencies internal and external workforce analysis which may identify descriptive activities. For example, if the agency's underutilization is of one Asian and one Female official/administrator in a certain region. The goal is to eliminate the underutilization in that region. The objective would be to hire or promote, as vacancies occur; and good faith efforts would be to advance recruitment efforts or collaborate with community centers to address this area by increasing candidate pool.
Policies and Procedures – In compliance with American with Disabilities Amendments Act (1990, 2008), Equal Employment Opportunity Act (1972), Title VI and VII of the Civil Rights Act (1964, 1991), including other Federal or State laws and legislation, IDOR is required to develop policies and procedures that would address access barriers, accommodations, or discrimination and harassment issues.
Complaints Process – making available to our employees a complaint process which addresses any complaint which the employee feels is a civil rights violation based on a protected characteristic.
Quarterly reports are provided to the Department of Human Rights during a fiscal year, including a comprehensive report submitted annually.