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Our Health Care Benefits are maintained by the Office of Risk & Benefits Management which facilitates the plan through Consociate.

Department managers are required to collaborate with their Cabinet member and the Human Resources Department to develop a strategic staff planning model to ensure that a department has the right number of people with the right skills to fulfill business needs, taking into account internal and external changes.

The employee recognition event is designed to recognize employees for exemplifying the College’s institutional values and culture and promote excellence in service at Illinois Central College (ICC). The procedure ensures a consistent approach is followed for promoting, nominating, and selecting employee-award winners.

Illinois Central College recognizes that in the best interest of its employees an internal procedure and process is desirable for the hearing and resolution of complaints and other problems arising out of employment in a prompt, fair and orderly manner. This Dispute Resolution Procedure is designed, therefore, to provide for a means of communication and redress for disputes which may arise in matters of general administration, working conditions, and the rights of employees as they relate to the

All employees are expected to meet performance standards and to conduct themselves appropriately in the workplace. When an employee fails to maintain acceptable standards of performance, service, and/or conduct, formal corrective action may be necessary to ensure that individuals operate in a manner to achieve the College’s institutional goals and objectives. Prior to issuing corrective action (discipline), managers are required to investigate the issue.

Illinois Central College is an Affirmative Action and an Equal Opportunity Employer and is committed to ensuring a fair, inclusive, and equitable recruitment of employees that result in the appropriate match of skills, knowledge, experience, and job requirements for an employment position.

The Human Resources Department manages all pre-boarding and onboarding activities for new hires. All pre-boarding documentation (including official transcripts, education verification, background and reference checks, and drug screen results) must be submitted to Human Resources before new employees prior to the hire date

The purpose of the Performance Improvement Plan (PIP) is to assist managers and employees in
addressing and resolving performance concerns through a documented process.

ICC is committed to maintaining salary levels that are in compliance with all applicable laws and regulations. Human Resources is responsible for policy guidance and administration of its compensation programs. Achieving the goals of institutional affordability and also equitable, fair, and market competitive compensation is a responsibility shared by ICC leadership and Human Resources.

This procedure provides guidelines for employment separations from Illinois Central College and is intended to ensure that the College fulfills its responsibilities in relation to all separations. Details regarding employment separation are located in the Corrective Action – Progressive Discipline and Employment Separation sections in the Employee Handbook and/or in the Carpenter Union Contract or Faculty Forum Contract.

In compliance with Higher Learning Commission (HLC) and Illinois Community College Board (ICCB) credentialing requirements for teaching faculty, all full time and part time (adjunct) faculty at ICC are required to meet minimum qualifications prior to hire.

ICC grants leaves of absence to eligible employees serving in the uniformed services, including but not limited to the United States Armed Forces or National Guard and Reserves, for periods of active service military training, mobilization or deployment. ICC complies with the Uniformed Services Employment and Reemployment Rights Act of 1994 (USERRA) and any applicable state laws. Military leave is granted for both voluntary and mandatory service.

Under the FMLA, eligible employees may take up to 12 weeks of unpaid, job-protected leave in the designated 12 month period for the following reasons: For a serious health condition, to care for the employee’s spouse, son, daughter, or parent, who has a serious health condition. For incapacity due to pregnancy, prenatal medical care, or childbirth.

Access the ICC Employee Handbook, last revised June 2021.

The purpose of Illinois Central College’s performance management process is to ensure that employees perform work that accomplishes the business needs of the College, employees’ work aligns with the strategic goals of their department and the College’s institutional strategic objectives, employees clearly understand the quality and quantity of work expected, employees receive ongoing information about how effectively they are performing relative to expectations, and to provide opportunities for