Affirmative Action Program for People with Disabilities


John Schomberg, General Counsel
Bureau of Accessibility and Job Accommodation
401 South Clinton, 6th Floor
Chicago, IL 60607
(312) 793-0034 (Voice)
(888) 614-2385 (TTY/Nextalk)
(312) 793-2406 (FAX)

The Americans with Disabilities Act (ADA) program is coordinated through the Bureau of Accessibility and Job Accommodation (BAJA). The Illinois Department of Human Services (IDHS) has designated BAJA as the ADA Coordinator to monitor compliance with the Titles of the Americans with Disabilities Act of 1990 as amended (ADA), and Section 504 of the Rehabilitation Act as amended (Section 504). The ADA Coordinator is responsible for investigating ADA/Section 504 grievances, and provides information, training and technical assistance to entities on accessibility related Standards, Codes, Acts and provisions. The Chief of the Bureau of Accessibility and Job Accommodation (BAJA) serves as the IDHS
ADA/Section 504 Coordinator.BAJA collaborates with other IDHS units to:

  • Establish policies and procedures that implement provisions of the ADA, as amended;
  • Manage the Reasonable Accommodation process for employees as specified under Title I of the ADA, as amended;
  • Investigate ADA/Section 504 grievances/complaints;
  • Follow-up on complaints and inquiries from outside entities, including the Attorney General's Office;
  • Evaluate, coordinate and assist with program accessibility and modification for customers in the Department's service areas;
  • Conduct surveys and evaluations of physical/environmental accessibility at sites and facilities owned/leased by IDHS, as well as public sites frequently used by IDHS for services, activities, programs or meetings;
  • Promote public awareness of, and provide education about the ADA of 1990, as amended.


The legal requirements under Title II of the ADA and Section 504 require a procedure for prompt and equitable resolution of grievances alleged by qualified individuals with disabilities. In compliance, IDHS adopted ADA/Section 504 Administrative Rules (Illinois Administrative Code, Title 4, Chapter IX, Section 300) to provide for the review of grievances alleged by qualified individuals with disabilities concerning IDHS programs, services or activities. The ADA Coordinator, directly or via designee, is designated to investigate grievances/complaints from IDHS customers and employees related to provisions of the ADA/Section 504, and to issues a decision.


ADA / Accessibility training is an ongoing process. Updates to training will be made periodically to assure coverage of ADA on issues of environmental and program accessibility, meeting site planning and resources for addressing program access and accommodation needs.

The Bureau of Accessibility and Job Accommodation (BAJA) developed and delivers a "Communication Access" orientation / training curriculum. BAJA presents orientation / trainings which provide IDHS personnel with information on effective communication strategies for working with persons who are Deaf and/or hard-of-hearing, and/or blind. Reference materials on "Communication Access" are also posted on the IDHS Intranet and Internet.

PowerPoint training on "Evaluating Physical Accessibility" and an at-a-glance site accessibility guide sheet have been developed and shared with appropriate IDHS and Illinois Department of Central Management Services' staff.

BAJA staff periodically review/revise the "Meeting the Challenge of Inclusion" curriculum, a training guide for supervisors and managers. BAJA decided to take a more pro-active approach on the "Meeting the Challenge of Inclusion" training given the number of new Administrators and Managers at all levels within, the Division of Family and Community Services (DFCS). DFCS Management supported BAJA's proposal to conduct training at standing Regional Meetings with Regional and Local Office Administrators, and FCS Managers in attendance. Training is currently being conducted via telephone and / or Video conference and face-to-face sessions when feasible. BAJA has conducted training for staff located in Regions I Central, I South, II, III, IV and V. BAJA continues to look at new ways to deliver "Meeting the Challenge of Inclusion" curriculum in the most timely and effective manner possible. Use of the Web-Ex platform appears to be an accessible approach that is being considered by BAJA to achieve the training goals for the largest audience that has been targeted for this training. At this time future training sessions for the identified participants at all management/supervisory levels will be predicated on implementation of this updated training module.

BAJA staff host bi-annual meetings/trainings for the Divisional Reasonable Accommodation Liaisons. The meetings provide a forum for education and discussion of emerging issues related to disability, the ADA and reasonable accommodation. As new Reasonable Accommodation Liaisons are identified, BAJA staff provide one-on-one training to familiarize them with their responsibilities related to Title I of the ADA. In addition, BAJA honors special training requests from Divisional/Regional Directors, Local Office Administrators and other Management staff. In late 2017, BAJA received a special request from the Division of Family and Community Services/Food Stamp and Training for ADA Training and based upon this request, BAJA staff presented face-to-face training to select Management staff. In addition, as new Reasonable Accommodation Liaisons are identified, BAJA conducts one-on-one ADA Training to prepare staff for assigned roles in reviewing employee reasonable accommodation requests. In BAJA's continued efforts to educate, introduce and acclimate newly designated Reasonable Accommodations to the ADA, staff conducted training for four new Reasonable Accommodation Liaisons including the Kiley Center, Elgin Center and the Office of Human Resources, as well as for new individual Liaisons when identified.

BAJA facilitates and hosts monthly ADA Teleconference series in conjunction with the Illinois ADA Project to provide updated information on various ADA and disability-related topics presented by prominent guest speakers. In addition, BAJA staff participates in the Legal Update Webinars hosted by the Illinois ADA project and facilitated by Equip for Equality Legal staff and Senior Attorneys, and other external training sources. These Webinars highlights prominent ADA cases that have been decided by the high Court at the Federal and State levels. IDHS hosts an ADA Celebration biennially to increase awareness of and educate the public about the ADA. This year and due to the COVID-19 pandemic, a virtual event was held on July 30, 2020 via the Web-Ex platform to celebrate the 30th anniversary of the signing of the Americans with Disabilities Act of 1990. This was a half-day event that featured special guests and presentations from Civic Leaders from State and Local Government and Not for Profits organizations that provide services to individuals with disabilities. BAJA also coordinates activities to commemorate the National Disability Employment Awareness Month (NDEAM) annually in October as organized by the American Association of People with Disabilities and regularly attends the IDHS "Deaf Awareness Day" in September. BAJA also organized a Job Shadow event with Chicago Public School high school students with disabilities from the Diverse Learners Program in tandem with various DHS Divisions. This year's event was planned for March 28, 2020, however due to the COVID-19 Pandemic, event was not held for 2020.

IDHS developed and issued a brochure entitled "Tips on Planning Accessible Meetings". This document communicates guidelines for inclusion of persons with disabilities in planning for accessible meetings. BAJA has also issued "A Guide to Meeting and Lodging Accommodations for Persons with Disabilities" which summarizes survey information on over 100 meeting sites throughout Illinois that are useable by persons with disabilities. The "ADA Resource Guide" which explains the various ADA titles, enforcement entities and provides resource information has been updated and is available. Moreover, BAJA posted its brochure entitled "Handicapping Language" that gives staff appropriate terms and etiquette when referring to persons with disabilities.


IDHS has updated the Administrative Directive (Number entitled, "Nondiscrimination on the Basis of Disability" to reflect changes in "terms and definitions" in accordance with the Americans with Disabilities Act Amendments Act, which took effect on January 1, 2009. The Administrative Directive states in part: "The Illinois Department of Human Services (IDHS) will comply with all appropriate provisions of the Americans with Disabilities Act of 1990 (ADA), the American with Disabilities Act Amendments Act of 2008 (ADAAA) and Sections 504 and 508 of the Rehabilitation Act of 1973, and applicable laws and statutes." Title II of the ADA states in part that: "…no otherwise qualified disabled individual shall solely by reason of such Disability, be excluded from participation in, be denied the benefits of or be subjected to discrimination" in programs, services or activities sponsored by the Agency (IDHS) shall make reasonable modifications in policies, practices or procedures when necessary to avoid discrimination on the basis of Disability, unless it can be demonstrated that making the modifications would fundamentally alter the nature of the service, program or activity. IDHS shall communicate this policy to visitors, recipients of services, potential recipients of services, applicants and/or employees. IDHS shall administer services, programs, or activities in the most integrated setting appropriate to the needs of qualified individuals with disabilities. Additional Administrative Directives (ADs) which provide access within IDHS as required by the provisions of ADA Title II and III include: "Service Animals" (AD - updated November 2014); as well as "Qualified Interpreter, Auxiliary Aids and Services and CART Services," (AD and "Alternative Formats," (AD both of which have been updated for Executive review.


According to Administrative Directive, IDHS in collaboration with the Department of Central Management Services (CMS) makes every effort to ensure each facility or part of a facility constructed by, on behalf of, or for the use of IDHS (a public entity) should be designed and constructed in a manner that ensures the site / facility is readily accessible to and usable by individuals with disabilities. In determining the site or location of a facility, and when entering into new leases or renewing leases, IDHS shall not make selections that have the effect of excluding individuals with disabilities from or denying them the benefits of programs, activities and services, or otherwise subjecting them to discrimination.

The IDHS has an ongoing program dedicated to reducing physical/environmental barriers in the workplace for employees, applicants, customers, and clients. Accessibility staff within BAJA work collaboratively with designated personnel within Central Management Services (CMS) and IDHS Office of Business Services (OBS) who have the responsibility of overseeing agency facilities and offices statewide, and Program divisions to ensure accessibility provisions are incorporated during the site planning and build-out process. BAJA evaluates IDHS facilities/sites for compliance with accessibility requirements established by the Department of Justice (DOJ) ADA Standards for Accessible Design, the Environmental Barriers Act (EBA), and Illinois Accessibility Code, as well as referenced standards and Codes. Leasing of all facilities is negotiated through the Real Estate Section of the Department of Central Management Services (CMS). BAJA personnel have accompanied CMS leasing agents in reviewing IDHS sites for accessibility of features for individuals with disabilities. Standard CMS lease documents used include a section on facility requirements to comply with all applicable accessibility standards. When a lease is renewed, a new facility is leased, or any renovation is to be done within an IDHS facility, the appropriate section of the lease is prepared and should be adhered to for compliance with accessibility standards. BAJA Accessibility personnel collaborates with municipal and county representatives to assure accessible public rights of way, access to public transportation routes and increased designated on-street parking for individuals with disabilities. BAJA has provided technical assistance, reviewed and provided specific and extensive feedback on the accessibility checklist proposed for use by CMS Facilities personnel during site identification, maintenance of accessible features and leasing. BAJA developed an "Initial Accessibility Review - Priority Usability Checklist" to be used when OBS and CMS for initial site visits in planning relocations and moves of DHS offices. The goal is to review proposed sites for baseline accessibility standards to determine potential impact on customer and employee access.

BAJA regularly provides consultation and technical assistance, and collaborates with internal as well as external municipalities, entities, organizations and Agencies to promote physical access for the public in various settings.

In capital improvement projects undertaken at IDHS owned facilities, accessibility features are included that promote/facilitate the usability of the space being modified, altered or remodeled. Any new construction or alteration is expected to be accessible to persons with disabilities.

BAJA maintains a list of sites which have been evaluated, and continues to work with Management Information Systems to establish a computerized database on accessibility surveys performed that will facilitate standard formatted reports, including recommended improvements for consideration by IDHS Office of Business Services. In any sites where access remains an issue, applicants, customers and clients will continue to be accommodated by measures necessary to achieve program accessibility.

BAJA is responsible for follow up on physical access concerns identified via regulatory agency queries and coordinates corrective plans and actions needed to ensure compliance with Standards and Codes.


IDHS has updated Administrative Directives (AD) related to communication access: entitled "Qualified Interpreter, Auxiliary Aids and Services and CART Services" (AD which indicates that persons who are deaf, hard-of-hearing or deaf/blind who seek and/or receive services from IDHS will have the same access to communication as any other persons seeking or receiving IDHS services provided through the use of appropriate auxiliary aids and services. BAJA coordinates sign language interpreter requests made by or on behalf of customers within IDHS Facilities and Offices. Based on identified need and/or customer requests, employees within the IDHS office site may contact BAJA for assistance with identifying and scheduling a qualified sign language or tri-lingual interpreter for persons who are Deaf, hard-of-hearing and/or deaf/blind. BAJA has provided staff with an e-mail address at to forward requests for auxiliary aids and services.

IDHS will make its printed and audiovisual materials available to individuals with disabilities in a format that will enable them to have equivalent access to the information. These individuals include, but are not limited to, employees, applicants, program participants, personnel of other State agencies and members of the public who have disabilities. BAJA issued an Administrative Directive entitled, "Alternative Formats" (Number to assure a process by which printed materials may be requested in Braille, large print, audio recordings and via electronic formats based on customer or employee requests. BAJA has produced braille versions for various DHS Divisions based on customer or employee requests to assure equal access to printed materials. Additionally, various internal resources for production of Braille materials have been identified to increase the Department's capability to deliver formats based on customer needs. This information is posted on the IDHS Intranet and Internet for reference.

The IDHS Help Line is a toll-free number that is available in English and Spanish voice as well as TTY. This assures equal access to the agency by persons who are Deaf, hard-of-hearing or have speech-related disabilities.

Nextalk, a system that facilitates communication access, has been installed for use by the IDHS Help Line and in Division of Family and Community Services Local Offices across the state. In addition, the Bureau of Administrative Hearings and Appeals has added Nextalk to its' 800 number operations. Each office of the IDHS Secretary is equipped with a TTY. All offices within the Division of Rehabilitation Services (including Administrative and Direct services offices) have Nextalk access. Facilities within the Divisions of Mental Health and of Developmental Disabilities are equipped with TTYs. BAJA worked to ensure implementation of a toll-free TTY phone line to address public inquiries about the Department's LINK for the Supplemental Nutrition Assistance Program (SNAP). Nextalk and TTY training is available to all areas of IDHS based upon request. "Communication Access" training was delivered to local IDHS office staff in each of the 5 regions. Instructions on TTY and Nextalk use were posted to the IDHS Intranet for staff reference.

The Division of Rehabilitation Services (DRS) has Video Phones (VP) available in local offices where Rehabilitation Counselors for the Deaf are located. The VPs are used to communicate directly with individual customers who use sign language. In addition, through the use of Video Relay Services (VRS), DRS employees who are Deaf are able to call individuals who are hearing. VRS is a no-cost service. Working in tandem with CMS, BAJA has also introduced Caption Call services to assist employees who are hard-of-hearing to access telephone communication.


When purchasing equipment and/or technology for IDHS, every effort will be made to ensure that the equipment purchased is accessible to individuals with disabilities and complies with the Illinois Information Technology Accessibility Act (IITAA) to the greatest extent possible. The IITAA requires the State to review and update its accessibility standards to reflect advances and changes in information technology. As of July 18, 2017, the IITAA Standards Workgroup has completed and published updated standards that harmonize Illinois' requirements with the revised Federal Section 508 Standards and the World Wide Web Consortium's Web Content Accessibility Guidelines (WCAG) 2.0. In accordance with the Act, the updated IITAA Standards will apply to information technology developed, procured, or substantially modified after January 18, 2018.


IDHS has issued and collaborates on review of a comprehensive emergency plan which encompasses:

  • General disasters (e.g. tornado, fire, explosion);
  • Individual emergencies (e.g. injury, illness, drug reaction);
  • Civil disorders (e.g. bomb threat, public demonstration);
  • Fire Safety Education for in-house personnel;
  • Inclusion of persons with disabilities within Emergency Preparedness Plans.

Identification of a disability is on a voluntary basis via the on-line Disability Survey. The disability survey can be completed or the information updated from any home or office computer with Internet access 24 hours per day, 7 days per week. The information collected includes employee needs prior to, and during, emergency fire evacuations.

This emergency plan serves as a model and incorporates a "buddy system" for assuring evacuation of all employees with disabilities who have expressed the need for assistance during such emergencies. The plan received input from safety organizations as well as persons with disabilities and instructs staff on appropriate procedures for office evacuation of clients, consumers or customers with disabilities. A training curriculum was developed for Safety Coordinators which instructs those responsible for evacuation within the department about the importance of including persons with disabilities in emergency plans. Based on an employee survey, IDHS purchased evacuation chairs for several multi-story office locations to provide evacuation alternatives for those who require assistance. An IDHS designee obtains information from the on-line Disability Survey about the evacuation needs of employees with disabilities, which is then shared with Safety Coordinators at the various IDHS Office locations.


It is the policy of IDHS to ensure against discrimination of a qualified individual with a disability because of his/her disability in regard to job application procedures, the hiring, the advancement or discharge of employees, employee compensation, job training and other terms, conditions and privileges of employment.


It is the policy of IDHS to ensure that reasonable accommodation is provided to an otherwise qualified person with a disability to enable that employee or applicant to perform essential job functions. This mandated policy is carried out through the work of the Bureau of Accessibility and Job Accommodation (BAJA).

BJA's responsibilities include:

  • Determining the job-related duties impacted by the applicant/employee's disability,
  • Investigating how these essential job functions can be performed with reasonable accommodation(s),
  • Identifying and assessing the effectiveness of potential accommodations that allow the applicant/employee to perform the essential functions of the position.

Employees and supervisors work collaboratively to evaluate and monitor ongoing success of the provided accommodation in support of the individual with the disability.

IDHS has updated the Administrative Directive entitled "Reasonable Accommodation" (AD to reflect changes in "terms and definitions" in accordance with the Americans with Disabilities Act Amendment Act that took effect on January 1, 2009. This Administrative Directive informs IDHS staff and applicants about the process to initiate a reasonable accommodation request. The Administrative Directive states in part: "the Illinois Department of Human Services shall inform employees and prospective employees about IDHS policies and directives and rights to reasonable accommodation; IDHS will make reasonable accommodation to an individual with a disability who is qualified and makes a request, unless, the provision of such accommodations would create an undue hardship, or be a direct threat to the safety, security or the health of any persons, or which would fundamentally alter the nature or operation of the business of the Department."

Effective January, 1, 2015, the Illinois Department of Human Rights Public Act 98-1050 amended the Illinois Human Rights Act (775 ILCS 5/1 et seq.) to create additional protections for pregnant employees. In accordance, DHS has issued a new Administrative Directive ( entitled "Accommodation for Pregnancy, Childbirth or Medical or Common Conditions Related to Pregnancy or Childbirth." This Administrative Directive informs IDHS staff and applicants about the process to initiate a reasonable accommodation due to pregnancy. This Directive states in part : "The Illinois Department of Human Services (IDHS) will not discriminate against job applicants or employees based on pregnancy, childbirth, or medical or common conditions related to pregnancy or childbirth. The IDHS will make reasonable accommodation to an individual on the basis of pregnancy; have recently given birth, or who have a medical or common condition related to their pregnancy or childbirth."

BAJA is also responsible for reviewing requests for Religious Workplace Accommodations according to the "Hiring and Interview Process" (AD The Request for Religious Workplace Accommodation (IL444-0955) form allows applicants or employees to identify religious accommodation requests that undergo an Administrative Review Process.

The Bureau of Accessibility and Job Accommodation has primary responsibility, with the involvement of the individual supervisors and Reasonable Accommodation Liaisons in various Divisions, to ensure timely and thorough review and implementation of approved requests for reasonable accommodation. It is the responsibility of BAJA to ensure that each request is appropriately documented and all information is treated as a confidential medical record, maintained in a secure manner apart from personnel files with restricted access. IDHS will inform employees and applicants about its directives and right to reasonable accommodation as listed in the Employee Handbook under Section VI - Mandated Policies. IDHS will provide any and all such reasonable accommodation in the most cost-effective manner available. The determination of what accommodation, if any, is appropriate shall be made on a case-by-case basis. Reasonable accommodation may include:

  • Making facilities used by employees and applicants readily accessible to and usable by persons with disabilities;
  • Job restructuring, part-time or modified work schedules;
  • Acquisition or modification of equipment or devices, the provision of readers or interpreters, and other similar actions; and
  • Auxiliary aids of a non-personal nature.

Additional pregnancy related reasonable accommodations may include:

  • More frequent or longer bathroom breaks;
  • Light duty;
  • Temporary transfer to a less strenuous or hazardous position; and
  • Leave necessitated by pregnancy, childbirth, or medical or common conditions resulting from pregnancy or childbirth.

The applicant or employee is responsible for initiating a request for reasonable accommodation through his/her interviewing officer or supervisor to be reviewed by the Division Reasonable Accommodation Liaisons who make an initial recommendation to BAJA. If an applicant or employee requests an accommodation and the need for the accommodation is not obvious, BAJA may request additional documentation of the individual's functional limitations to support the request. Upon receipt of the request and recommendation, BAJA makes the final determination and notifies the employee, his/her supervisor and Reasonable Accommodation Liaison of the decision in writing. BAJA has provided staff with an e-mail address to forward requests for Reasonable Accommodation at

Additionally, BAJA was asked to modify the existing request form to include a heading that clearly stated that the form was for both Applicants and Employees. This would allow applicants to include information relative to an application for employment and allow employees to address specific language relative to his/her employment. Based on feedback given, BAJA developed two separate forms for an Applicant and one for an Employee. Final copies of revised forms can be accessed on IDHS Intranet and via the Internet for job applicants.

Also, additional notice was posted to the DHS web-site for job applicants providing information on reasonable accommodation:

"In compliance with the Americans with Disabilities Act and the Illinois Human Rights Act, State agencies must ensure that the employment process is accessible to persons with disabilities. Specifically, these laws require that the State provide reasonable accommodations upon request by individuals participating in all steps of the employment process. This includes the initial testing phases of the candidate selection process for state positions as well as the subsequent employment interview process. Any and accommodation requests by applicants throughout the State employment process should be appropriately reviewed and considered by the ADA Coordinator and human resources staff in state hiring agencies."

BAJA created an on-line "Reasonable Accommodation Guidebook Provision of Auxiliary Services" available to employees to assist in defining the functions performed by auxiliary providers. It provides a ready resource to assist employees in the management of auxiliary services as an accommodation.

In terms of appeals on reasonable accommodation requests, IDHS has issued an Administrative Directive on "Reasonable Accommodation" (Number that includes the Secretary's Office to investigate and make final determinations on reasonable accommodation appeals. The Secretary's decision is the final step in the administrative remedies process, and all Administrative remedies through the Reasonable Accommodation process within IDHS are exhausted.

Bureau of Accessibility and Job Accommodation

401 South Clinton, 6th Floor

Chicago, IL 60607

(312) 793-0034 (Voice)

(888) 614-2387 (Nextalk/TTY)

(312) 793-2406 (FAX)



IDHS does not conduct any pre-employment screening that would eliminate or tend to eliminate persons with disabilities. Employment applications are prepared and utilized by Central Management Services, and all pre-employment testing is handled by Central Management Services. The only exception is with the job title of Mental Health Technician. IDHS conducts testing for this job category. BAJA assists applicants who are persons with disabilities and require accommodations with the pre-employment test. Efforts have been undertaken to ensure that the testing is done in a manner consistent with provisions that guarantee equal opportunities for persons with disabilities.


Internally, all job postings specify the essential duties of the position and are reviewed prior to posting. Personnel in the Division of Human Resources, Bureau of Recruitment and Selection review position descriptions, interview questions and criteria for specific positions regularly. Disability and worker's compensation questions are not included in pre-employment interviews. Any pre-employment physical examination shall be in compliance with IDHS policy under ADA as amended, Rehabilitation Act of 1973 as amended - Sections 501 and 504; and the Illinois Human Rights Act (HRA).


Recruitment of employees with disabilities is a continuous effort by IDHS. Recruitment sources include the Department of Central Management Services, Divisions of Rehabilitation Services, Mental Health, Developmental Disabilities, and various advocacy groups such as: Chicago Lighthouse for the Blind/Visually Impaired, Chicago Hearing Society, Centers for Independent Living, Chicago Association for Retarded Citizens, Lincoln Land Epilepsy Foundation, and United Cerebral Palsy. Recruitment and Selection staff have actively participated in job fairs related to recruitment efforts of qualified persons with disabilities for IDHS positions through the Disability Hiring Initiative under the Bureau of Recruitment and Selection.

BAJA staff served on an internal Recruitment, Hiring and Discipline Committee which meets quarterly to discuss affirmative action goals, hiring issues and recruitment opportunities of persons with disabilities in tandem with the Office of Human Resources, Bureau of Recruitment and Selection (BRS) and Bureau of Civil Affairs (BCA).

Persons with disabilities who have an interest in state employment can apply through the Department of Central Management Services (CMS). CMS also affords persons with disabilities access to state employment through the open competitive hiring process also referred to as the Successful Disability Opportunities Program (SD). (BAJA) serves as a resource to CMS personnel who work with the SD and the Alternative Employment Program (AEP). AEP is available to an employee who can no longer perform the essential functions of their job description due to severe disability, yet have skill sets that could qualify them for other positions in State government.

IDHS has instituted the "Disability Hiring Initiative" with a Disability Recruitment Program Manager to address the underutilization of people with disabilities in state employment. The Division of Rehabilitation Services' vocational counselors are working closely with this initiative to help customers with disabilities that are pursuing a career in state government. Applicants with a disability, having a Certificate of Eligibility submitted by a Division of Rehabilitation Services counselor, can receive a "Successful Disability Grade" which is awarded only to applicants with a disability who select the SD program. In addition to the open competitive list for hiring, the SD grade will allow these customers to appear on a separate hiring list consisting only of candidates with disabilities.

As a matter of policy, IDHS uses the following practice when vacancies are being filled by open competitive means:

For all vacancies, the Successful Disability Opportunities Program (SD) list will be called first. If there are multiple vacancies and enough candidates on the SD list to cover said vacancies, then that list will be used to fill the vacancy. However, in order to ensure a sufficient candidate pool, if there are 3 or less candidates for only one vacancy on the SD list, the regular Open Competitive list will also be requested.

In all hiring situations, IDHS will invite candidates to interview who can address underutilization in the workforce.

IDHS is also working to implement "Employment First" legislation which recognizes that employment in the general workforce is the first and preferred outcome when exploring goals and a life path for people with disabilities, and in the provision of publicly funded services for all working age citizens with disabilities, regardless of the level of disability. BAJA reviews and comments on proposed legislation impacting the employment and access to services by persons with disabilities. In the 100th General Assembly legislative session in 2018, BAJA reviewed and commented on SB1453 which passed the Legislature that amends the Employment and Economic Opportunity for Persons with Disabilities Task Force Act. It provides for additional members to the Employment and Economic Opportunity for Persons with Disabilities Task Force and additional responsibilities regarding the post-secondary transition of youth with disabilities to employment, post-secondary education and training, community living, and other adult activities.

BAJA continues to foster a relationship with the PACE Program at National Louis University to include placement of additional students with disabilities. BAJA has been successful in securing placement of a student with a disability throughout the school year for a 10-month work experience at IDHS through the PACE Program at National Louis University. BAJA staff host mentees with disabilities as part of the Department's Disability Mentoring Day activities.