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Equal Employment Opportunity Officer Duties

The CMS Equal Employment Opportunity Officer (EEO Officer) specifically serves CMS employees and applicants. For assistance with EEO-related matters pertaining to other Illinois State agencies, please contact the EEO Officer for the specific agency.

Section 2-105 (B)(4) of the Illinois Human Rights Act (Act) and Section 2520.780 (a) of the Illinois Department of Human Rights (IDHR) administrative rules require that agencies employing 1,000 or more employees have a full time Equal Employment Opportunity (EEO)/Affirmative Action (AA) Officer who is on the administrative staff of the agency’s Chief Executive Officer. Agencies with less than 1,000 employees can assign the EEO/AA responsibilities on a part-time basis; however, in agencies with less than 1,000 employees the EEO/AA Officer should have direct access to the agency Director. In addition, Section 2520.780(b) requires that the CMS Director inform the IDHR Director when there is an interim or permanent change in the EEO Officer. The duties of the CMS EEO/AA Officer include, but are not limited to those delineated in the Act and IDHR rules:

  1. Develop the Agency’s Affirmative Action Plan, goals, and objectives and evaluate their effectiveness;
  2. Serve as the ADA Coordinator for internal employees or applicants;
  3. Serve as the liaison between CMS and EEO enforcement authorities;
  4. Serve as the liaison between CMS and organizations serving minoritized and racialized communities, women, and the disabled;
  5. Inform management of developments in the EEO field;
  6. Assist in the evaluation of employees and job applicants so that minoritized and racialized communities, women, and the disabled are given equal opportunity;
  7. Provide training and advise managers and supervisors if employment practices comply with CMS’s EEO policies and the provisions of the IHRA;
  8. Report to IDHR all internal and external complaints of discrimination against CMS and assist in the investigation of internal and external complaints of discrimination as specified in the IHRA administrative rules;
  9. At the request of the CMS Director, direct CMS staff in taking appropriate action to correct discriminatory practices identified by IDHR, and report to the CMS Director and IDHR on the progress of the action taken;
  10.  In conjunction with the filing of the Quarterly reports, submit recommendations to the CMS Director and IDHR for improvements to the CMS Affirmative Action Plan;
  11. If necessary, work with the appropriate CMS staff and authorities to develop programs to train staff in hiring and promotional practices, and notify IDHR of such training;
  12. Report on and/or analyze Layoff Reports, Reorganization Reports, Hiring and Promotion Monitors, and Exit Questionnaires;
  13. Evaluate tests, employment policies, and practices, and report to the CMS Director any such policies, practices, and evaluation mechanisms that have adverse impact on minoritized and racialized communities, women, or the disabled;
  14. Assist in the recruitment of minoritized and racialized communities, women, and people with disabilities;
  15. Provide counseling to any aggrieved employee or applicant for employment who believes they have been subject to discrimination;
  16. Serve as CMS Disability Access Coordinator and Language Access Coordinator, ensuring members of the public who have a disability or limited English proficiency can meaningfully access CMS’s programs, services, and activities.