• General Personnel
    Hiring Process and Criteria

    DAOES hires the most qualified personnel consistent with budget and staffing requirements and in compliance with Board policy on equal employment opportunities and minority recruitment. The Director is responsible for recruiting personnel and making hiring recommendations to the Board of Directors. No individual will be employed who has been convicted of a criminal offense listed in 105 ILCS 5/21B-80(c).

    All applicants must complete an electronic application in order to be considered for employment. Before beginning employment, each employee must sign the Acknowledgement of Mandated Reporter Status form as provided in policy 5:90, Abused and Neglected Child Reporting.

    Job Descriptions

    The Board maintains the Director's job description and directs, through policy, the Director, in his or her charge of DAOES administration.

    The Director shall develop and maintain a current comprehensive job description for each position or job category; however, a provision in a collective bargaining agreement or individual contract will control in the event of a conflict.


    The Director or designee shall ensure that a fingerprint-based criminal history records check and a check of the Statewide Sex Offender Database and Violent Offender Against Youth Database is performed on each applicant as required by State law. When the applicant is a successful Director candidate who has been offered employment by the Board, the Board President shall ensure that these checks are completed. The Director or designee, or if the applicant is a successful Director candidate, then the Board President shall notify an applicant if the applicant is identified in either database.

    The Board President or designee will keep a conviction record confidential and share it only with the Director, Regional Director, State Director, State Educator Preparation and Licensure Board, or any other person necessary to the hiring decision.

    Each newly hired employee must complete a U.S. Citizenship and Immigration and Services Form as required by federal law.

    DAOES retains the right to discharge any employee whose criminal background investigation reveals a conviction for
    committing or attempting to commit any of the offenses outlined in 105 ILCS 5/21B-80 or who falsifies, or omits facts from, his or her employment application or other employment documents. If an indicated finding of abuse or neglect of a child has been issued by the Ill. Department of Children and Family Services or by a child welfare agency of another jurisdiction for any applicant for student teaching, applicant for employment, or any DAOES employee, then the Board must consider that person’s status as a condition of employment.

    The Director shall ensure that DAOES does not engage in any investigation or inquiry prohibited by law and complies with each of the following: (1) DAOES uses an applicant's credit history or report from a consumer reporting agency only when a satisfactory credit history is an established bona fide occupational requirement of a particular position; (2) DAOES does not screen applicants based on their current or prior wages or salary histories, including benefits or other compensation, by requiring that the wage or salary history satisfy minimum or maximum criteria. (3) DAOES does not request or require a wage or salary history as a condition of being considered for employment, being interviewed, continuing to be considered for an offer of employment, an offer of employment, or an offer of compensation. (4) DAOES does not request or require an applicant to disclose wage or salary history as a condition of employment. (5) DAOES does not ask an applicant or applicant’s current or previous employers about wage or salary history, including benefits or other compensation.Q1 (6) DAOES does not ask an applicant or applicant's previous employers about claim(s) made or benefit(s) received under Workers' Compensation Act. (7) DAOES does not request of an applicant or employee access in any manner to his or her personal online account, such as social networking website, including a request for passwords to such accounts. (8) DAOES provides equal employment opportunities to all persons. See policy 5:10, Equal Employment Opportunity and Minority Recruitment.

    Physical Examinations

    Each new employee must furnish evidence of physical fitness to perform assigned duties and freedom from communicable disease. The physical fitness examination must be performed by a physician licensed in Illinois, or any other state, to practice medicine and surgery in any of its branches, a licensed advanced practice registered nurse, or a licensed physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations. The employee must have the physical examination performed no more than 90 days before submitting evidence of it to the DAOES.

    Any employee may be required to have an additional examination by a physician who is licensed in Illinois to practice medicine and surgery in all its branches, or a licensed advanced practice registered nurse, or a licensed physician assistant who has been delegated the authority by his or her supervising physician to perform health examinations, if the examination is job-related and consistent with business necessity. The Board of Directors or designee will pay the expenses of any such examination.


    105 ILCS 5/10-16.7, 5/10-20.7, 5/10-21.4, 5/10-21.9, 5/21B-10, 5/21B-80, 5/10-22.34, 5/10-22.34b, 5/22-6.5, and 5/24-5.

    20 ILCS 2630/3.3, Criminal Identification Act.

    820 ILCS 55/, Right to Privacy in the Workplace Act.

    820 ILCS 70/, Employee Credit Privacy Act.

    Americans with Disabilities Act, 42 U.S.C. §12112, and 29 C.F.R. Part 1630.

    Fair Credit Reporting Act, 15 U.S.C. § 1681 et seq.

    Immigration Reform and Control Act, 8 U.S.C. §1324a et seq.

    Duldulao v. St. Mary of Nazareth Hospital, 136 Ill. App. 3d 763 (1st Dist. 1985), aff’d in part and remanded 115 Ill.2d 482(Ill. 1987).

    Kaiser v. Dixon, 127 Ill. App. 3d 251 (2nd Dist. 1984).

    Molitor v. Chicago Title & Trust Co., 325 Ill. App. 124 (1st Dist. 1945).

    CROSS REF.: 2:260 (Uniform Grievance Procedure), 4:60 (Purchases and Contracts), 4:175 (Convicted Child Sex Offender; Screening; Notifications), 5:10 (Equal Employment Opportunity and Minority Recruitment), 5:40 (Communicable and Chronic Infectious Disease), 5:90 (Abused and Neglected Child Reporting), 5:125 (Personal Technology and Social Media; Usage and Conduct), 5:220 (Substitute Teachers)

    Adopted: February 20, 2020