Ranking Applicants For Hire

Ranking Applicants For Hire

Applicants may earn 0-100 total screening points. Total screening scores are based on the screening points accrued during the Written Exam, Interview, and for documentation of educational achievement, work experience and military service. Applicants are then ranked in order of their screening scores, i.e., from highest to lowest. Successful completion of the screening process places an applicant on an eligibility list for hire for a period of one year from the last day of the month in which they screen. If an applicant chooses to retake the test within that time, the most current screening score overrides the previously reported score.

Applicants may select a primary county (A List), and a secondary county (B List) where they will accept employment.

Background Investigations

A background investigation is conducted on all applicants who successfully complete the screening examination. This process involves inquiries via the Law Enforcement Agencies Data System (LEADS), which includes a computerized criminal history check, NCIC hot files; and Secretary of State driver's information checks. In addition, drug testing and employment reference checks are conducted. A physical and visual screening exam is administered as well. Information gathered during the background investigation phase may be utilized when selecting an applicant for hire.

Possible conflicts of interest subject an applicant's file to administrative review prior to consideration for hire. The following situations result in administrative review:

• former DOC employee
• prior convictions for other than minor traffic offenses
• relatives incarcerated within the Department of Corrections
• relatives employed by the Department of Corrections
• suitability issues (i.e., inmate visitor lists; job discharges)

Conflicts of interest may result in an applicant's ineligibility for hire.

Physical Examination

Prior to employment, a complete medical history will be obtained and a complete physical examination and vision screening exam will be done.

Selecting Applicants For Hire

Institutions select applicants for hire from their county eligibility list(s) based on the highest overall screening score. When applicants receive the same overall screening score, ties will be broken through a lottery. Established affirmative action goals may be taken into consideration. Applicants must possess a valid Illinois Drivers License and be a resident of the State of Illinois.

Institutions will make three reasonable attempts to contact eligible applicants for employment. At least one of the three attempts will be made after 6:00 p.m., or on a weekend.

Applicants selected for hire will be required to attend a six-week pre-service security training program in Springfield, Illinois, prior to assuming job duties at an institution.

New hires will be required to travel to Springfield, via state provided transportation for pre-service training. Housing will be provided in the Training Academy dormitories.

Upon successful completion of a three-month trainee period and a four and one-half month probationary period, Correctional Officers can then be certified.