G.R.O.W. supports the unit’s long-term workforce planning and succession efforts by creating structured advancement pathways for current employees. Positions available through the G.R.O.W. program will be posted and remain open for a minimum of three weeks.
Current openings:
Job postings will be shared through internal communication channels such as email bulletins, digital signs, newsletters, and other departmental announcements to ensure all team members have access to the posting information. Illinois Human Resources (IHR) will provide a link for applicants.
CANDIDATE REQUIREMENTS AND SELECTION PROCESS
Employees who apply for G.R.O.W. positions should understand that participation in the program includes the following requirements:
- Candidates may be required to complete a prequalification exam for certain positions.
- Selected employees must be willing to participate in continuing education, training, and/or certification courses related to the new job function.
- Participation in an interview process is required for final consideration.
Selection Process
Round 1
- IHR will receive all application materials submitted through the internal jobs website.
- IHR will review applications to verify that candidates meet the established qualification criteria.
- Qualified applicants will be advanced for further consideration and forwarded to the selection committee.
Round 2
- The search committee will conduct interviews following the same format used for permanent vacancies.
- Interviews may be conducted by virtual meeting or in-person, depending on the committee’s chosen method.
- The same interview format must be used for all candidates within the same round to ensure consistency and fairness in the selection process.
- Following interviews, the committee will identify the preferred candidate(s) and designate alternates in case the selected candidate declines or does not meet subsequent requirements, such as passing a required apprenticeship exam when applicable.
- The search committee will forward their final selection recommendation and all related documentation to Illinois Human Resources for review and approval.
Upon approval, apprenticeship exams will be completed, as well as any testing required for the classification (ARCON, Drug), which will be performed by Carle Foundation Hospital.
After all requirements are met, HRDS will extend the formal offer and route the payroll transaction following the normal process.
IHR will meet with the apprentice/intern following appointment to review the training plan, evaluation schedule, and salary structure. The unit will forward the evaluation and salary schedule for the apprentice/intern to HRDS. IHR will make periodic contact with the apprentice/intern and the immediate supervisor to assess the employee’s progress and will provide follow-up information to the individual and the unit as needed to support the process.
TRANSITION FRAMEWORK AND TRAINING
HRDS be responsible for providing an initial framework for any apprentice/intern position. IHR and HRDS will work together to establish a salary structure and evaluation schedule for each position. IHR will provide evaluation forms for apprentices/interns, and evaluations will be completed by the immediate supervisor or someone working closely with the candidate. Employees in apprentice positions will follow the established evaluation and salary schedule outlined in the union agreement. Upon completion of the program, the team members will begin a probationary period as required for the classification.
The starting hourly rate may not exceed 95 percent of the minimum of the approved pay range. Training will be principally on-the-job under the supervision of the designated shop/departmental supervisor. Instruction in fundamentals will be arranged and/or conducted by the immediate supervisor.
The apprentice/intern must meet the minimum qualifications for the classification prior to completing the program and moving to probation. Upon completion of the training program, HRDS will forward the final evaluation and its recommendations to IHR for review and approval. The selected candidate will then be moved to active status and start probation.