Bill
HB 3815
Illinois creates a 700-hour on-the-job demonstration as an alternative, noncompetitive path for applicants with significant disabilities to permanent executive-branch jobs.
Status and timeline
- Introduced: 02/18/2025 (Rep. Michael Crawford)
- Enrolled and passed both chambers May 2025; signed by the Governor 06/20/2025
- Effective: 09/01/2025 (per legislative action summary)
Purpose
- Establish an alternative, noncompetitive hiring pathway (the “700-hour on‑the‑job demonstration experience,” branded in bill materials as the CONNECT 700 Program) for qualified applicants with significant disabilities who cannot adequately demonstrate job abilities through ordinary selection processes.
What the bill does (key provisions)
- Adds Section 17c to the Illinois Personnel Code directing the Director of Central Management Services (CMS) to create, review, and modify qualifying procedures for applicants whose disabilities prevent demonstration of abilities in standard hiring.
- Establishes a 700‑hour on‑the‑job demonstration experience as an alternative, noncompetitive hiring process for qualified applicants with significant disabilities.
- Makes all permanent executive-branch classified positions eligible for the 700‑hour experience.
- Requires all permanent classified job postings to include information about the on‑the‑job demonstration overview and certification process.
- Authorizes CMS to permit probationary appointment of an applicant (on request of DHS or other state agency) after successful completion of the 700‑hour experience; conversion to permanent appointment when the applicant demonstrates ability to perform essential job functions, with or without reasonable accommodation.
- Assigns CMS responsibility for program administration and oversight, including policies/procedures, data collection, reporting, and compliance.
- Requires CMS to design and implement a training curriculum for the 700‑hour experience and mandates annual training for executive leaders, managers, supervisors, HR professionals, affirmative action officers, and ADA coordinators.
- Directs CMS to develop, administer, and publish a formal grievance process for individuals participating in the 700‑hour experience.
- Requires State agencies to provide reasonable accommodations upon request during application, hiring, and throughout the 700‑hour experience.
Who is affected
- Primary beneficiaries: applicants with significant disabilities seeking permanent executive-branch classified employment in Illinois.
- State entities: Central Management Services (lead), Department of Human Services, Department of Employment Security, hiring agencies, HR offices, affirmative action and ADA coordinators.
- Employers (state agencies) will need to implement accommodations, training, data/reporting processes, and grievance procedures.
Potential impacts and implementation notes
- Creates a clear pathway to competitive public employment for applicants unable to use standard tests/interviews, likely increasing access and placement rates for people with significant disabilities.
- Imposes administrative requirements on CMS and state agencies (policy creation, training, reporting, accommodations), which may require staffing and budget adjustments.
- Provides procedural protections (grievance process) for program participants.
- Program scope limited to permanent executive-branch classified positions; the bill does not create direct private‑sector obligations.
Compiled from official sources — confirm details with the bill’s official record.
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