Screening Process

Two examinations are required of all applicants:  Observation Examination; the Physical Agility Test.  Applicants must meet minimum standards on each examination to be eligible for hire.  Upon completion of these examinations, an oral interview is conducted with each applicant.  Applicants have the opportunity to earn up to a total of 130 screening points and are placed on eligibility lists in rank order.  Facilities hire applicants based on scores.

Weighted values are assigned to each of the following dimensions based on its relationship to successful job performance.

 

Point
Range

Observation Examination
Physical Agility Test
Structured Oral Interview
Military/Veterans Points

0 - 20
Pass/Fail
0 - 100
0 - 10

 

Total:  130

Return To Top of Page

Observation Examination (0-20 points)

 

Return To Top of Page

Physical Agility Test

Since being in good physical shape is a prime consideration for being a Juvenile Justice Intern, applicants are required to successfully complete a physical agility test to be eligible for hire.  The test includes four exercises designed to measure an applicant-s ability to perform the job duties required of a Juvenile Justice Specialist Intern.  Applicants must complete all four of the exercises to continue in the screening process.  The physical Agility Test is a pass/fail test.

Return To Top of Page

Structured Oral Interview (0-100 points)

Applicants are interviewed by a team of two screeners using a standardized Rutan interview questionnaire.  Upon conclusion of the interview, the screeners independently rate the applicant.  An applicant can receive a total of 100 points.

Return To Top of Page

Military Service (0-10 points)

Points are awarded to any armed forces veteran, receiving discharges of Honorable or General Under Honorable Conditions.  A copy of the DD214 (Member 4 edition) must be supplied.  Documentation of military service is based on a review of all Certificates of Military Release of Discharge.  To be eligible for military points and in order to be considered for employment, an applicant must produce long versions of all of Military Discharges.  The long version shall indicate years of service, character of service and type of discharge.  Points may be awarded as follows:

Veteran Status Eligible Points

Veteran Status Eligible Points
Veteran who received a Purple Heart 10
Veteran with Service Connected Disability 10**
Spouse of a Veteran who Suffered a Service connected Disability or Death 10**
Parent of a Veteran who Suffered a Service Connected Disability or Death 10**
Veteran during Hostility 5
Illinois National Guard or Reserves Member Activated (6 months or more outside of training) 3/5*
Veteran during Peacetime 3
Illinois National Guard or Reserves Member Never Activated 3

*  Three (3) points awarded if serviced during peacetime; Five (5) points if served during hostilities.

**  Award letter from the Federal V.A. Office required.

Return To Top of Page

Hostility Periods Recognized (eff. 11/15/1996)

Time Period Hostility
April 6, 1917 - November 11, 1918 WW I
December 7, 1941 - December 31, 1946 WW II
June 27, 1950 - January 31, 1955 Korea
February 28, 1961 - May 7, 1975 Vietnam
June 6, 1983 - December 1, 1987 Lebanon
October 23, 1983 - November 21, 1983 Grenada
December 20, 1989 - January 31, 1990 Panama
August 2, 1990 - November 30, 1995 Gulf War
September 11, 2001 - Indeterminate War on Terrorism

Return To Top of Page

Ranking Applicants For Hire

Applicants may earn 0 - 130 total screening points.  Total screening scores are based on the screening points accrued during the Written Exam, Oral Interview, and for documentation of military service.  Applicants are then ranked in order of their screening process, 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 secondary county (B list) where they will accept employment.

Return To Top of Page

Background Investigations

A background investigation is conducted on all applicants selected for hire.  This process involves inquiries via the Law Enforcement Agencies Data System (LEADS), which includes a computerized criminal history check, NCIC hot files, CANTs System, and Secretary of State drivers- information checks.  Drug tests and employment reference checks are also 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.

Conflicts of interest subject an applicant-s file to administrative review prior to consideration for hire.  The following situations may result in administrative review and a determination of ineligibility for hire.

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

Return To Top of Page

Physical Examination

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

Return To Top of Page

Selecting Applicants For Hire

Facilities 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.

Facilities 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 multiple week pre-service 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.

Return To Top of Page

Salary And Benefits (09/01/2008)

The starting salary for a Juvenile Justice Intern is $44,000 per year.  During the twelve-month appointment all Juvenile Justice Specialist Interns are required to attend multiple weeks at the Corrections Training Academy.  Upon successful completion of a twelve-month intern period, Juvenile Justice Interns can be appointed as Juvenile Justice Specialists.  At this time, a Juvenile Justice Specialist-s salary increases to above $50,000 per year.

The State of Illinois provides employees with Health, Vision, and Dental insurance with a small co-payment from employees.  Life insurance is provided at 100% your annual salary.  Security employees are eligible to retire with full retirement benefits at age 50 with 25 years of service and at age 55 with 20 years of service.

Benefit time for new employees includes three (3) personal business days, ten (10) vacation days, and twelve (12) sick days per year.

Work Attire is issued to you while in training.

Return To Top of Page

Transfer Policy

Juvenile Justice Specialist may not transfer to another facility immediately upon hire.  Therefore, DO NOT accept employment at a facility at which you do not wish to work.  Only Juvenile Justice Specialists who have a minimum of eighteen months seniority and desire a transfer to another facility can submit a request.  Selection for transfer is based on seniority from all requests submitted statewide.

Return To Top of Page

Upward Mobility Program

The Upward Mobility Program is an agreement between the employee union, AFSCME, and the State of Illinois to provide career mobility for state employees who want to advance to more challenging, higher paying positions.  Employees receive individual counseling to inform them of the career opportunities available and to guide them in developing their career plans.  Participants take proficiency exams and/or complete required education and training programs designed to provide them with the skills and knowledge needed for advancement.

Return To Top of Page

Tuition Reimbursement

Any full time merit employee is eligible for reimbursement consideration.  Employees in the Department of Juvenile Justice are reimbursed at 50% of tuition/lab fees with a maximum reimbursable amount for any semester.  Reimbursement will occur upon satisfactory completion of the course and submission of a grade of C or above.  Employees receiving tuition reimbursement shall incur a work commitment to the State.

Return To Top of Page

Return To Top of Page