South Suburban Special Recreation

“The board of directors reviews and approves the 990 at one of its monthly meetings”

“Selection will be made based on the most qualified candidate according to established criteria and the results of personal interview(s) and reference checks. Employment eligibility will be verified, and a state police back-ground check will be required for all positions. A driver record will also be required for employees who will drive association vehicles. All applicable laws will be followed in the obtaining of the information except as otherwise provided, the following persons shall not be hired as full-time or regular part-time employees: 1 members and relatives of the sssra board of directors, 2 commissioners or trustees of sssra member agencies, 3 relatives of sssra full-time or regular part-time employees. Relatives as used immediately above includes spouse, civil union spouse/partner, domestic partner (as defined by pdrma's criteria), child, parent, grandchild, grandparent, brother, sister, half-brother, half-sister, in-law, niece, nephew, cousin, aunt, uncle or members of household relatives, as defined above, may be considered for employment in other part-time positions (non-regular part-time positions), provided, that such employment would not: - create a supervisor/subordinate relationship with a family member, - have the potential for creating an adverse impact on work performance or morale, or - create either an actual conflict of interest or the appearance of a conflict of interest. In addition, agency paperwork will not be processed by the relative of the part-time employee. This includes but is not limited to work schedule requests/assignments, payroll time sheets, employee complaints/grievances, disciplinary records, and evaluations. The sssra superintendent is responsible for ensuring the above guidelines for part-time staff are being followed. Once an offer of employment has been made, pre-employment physicals will be required for all fulltime, regular part-time and positions requiring heavy lifting. The physical shall be completed prior to reporting for the first day of work. Physicals include health history, physical assessment, laboratory tests and physician's assessment of ability to perform essential job functions. The offer of employment shall be contingent upon successfully passing the examination. Cost of the examination will be paid by sssra if the designated physician is used.”

“The board evaluates the executive director at one of its monthly meetings and approves his or her pay rate. Each winter/spring during the budget process, the executive director gathers comparative information on the maximum increases being given to all 10-member agency's employees, and to employees of other sra's with similar size operating budgets. This information is shared with the budget committee (4-5 members of the board). A percentage figure is decided upon by the committee, but is approved by the board in may, as part of the entire budget approval process. From there, evaluations take place. The board evaluates the executive director at every may board meeting and decides the percentage increase that the executive director will receive. Supervisors within the organization complete annual evaluations of staff and determine the percentage increase based on the outcome of the evaluation. The percentage raise is based on merit, not a col + merit system. The salary of new hires is based on the agency's set salary ranges, which are reviewed by the budget committee every year. The executive director periodically (approximately every 2 years) provides information on the salary ranges of the other sra's, and local park districts. The board would decide the initial salary of an executive director. The executive director and superintendent mutually set the salary for a new employee, within the ranges provided. The executive director has final approval.”

“The organization makes all documents available to the public through freedom of informational act (foia) request procedures.”