Cook County Health is a public worldwide leader in medical care, research and education.
We are mission-driven, patient-focused and team-based.
At Cook County Health, nearly 6,000 dedicated professionals — working in every medical and surgical specialty — collaborate to provide health, hope and healing to people from all walks of life.
Along with our mission to provide comprehensive, quality care to every person regardless of their ability to pay, we also uphold key values of respect, growth and diversity and lead by example.
Respect – Whether on the front lines of patient care or supporting the efforts of your colleagues and co-workers, the work you do at Cook County Health will help to save lives. You are a valued member of the team.
Growth – At Cook County Health, you’re encouraged to build on your strengths and career goals.
Diversity – Cook County Health actively seeks to bring together individuals with diverse thoughts, ideas and backgrounds, and to promote an inclusive environment that will generate innovation, greater job satisfaction and, most importantly, continually improved patient care.
To view available positions, visit our Careers page. For all questions regarding your application or specific recruiting information, call the Recruitment Hotline at (312) 864-0430.
John H. Stroger, Jr. Hospital
1950 W. Polk St.
Eighth Floor – Suite 8802
Chicago, IL 60612
Provident Hospital of Cook County
500 E. 51st St.
Second Floor – Room 2042
Chicago, IL 60615
Oak Forest Health Center
15900 S. Cicero Ave.
Oak Forest, IL 60452
Cermak Health Services
2800 S. California Ave.
Administration Building – Room 1173
Chicago, IL 60608
Cook County offers its employees a generous health insurance program that includes medical, dental and eye care for you and your family.
Employees can select from a wide variety of programs that cover the health needs of both you and your family, from HMO’s to PPO’s. Please visit Cook County Risk Management’s webpage for the latest information about employee benefits: www.cookcountyrisk.com
Cook County Pension Fund
The Cook County Pension Fund provides retirement, survivor, retiree health and disability benefits to employees and retirees of Cook County and its Forest Preserve District. We are committed to exceptional member service alongside effective management of the Fund’s assets to support member benefits.
Contact us at this website or call our office at (312) 603-1200 for more information.
Click here for more information about planning for retirement.
Nationwide Retirement Solutions (Deferred Compensation)
Holidays, Vacations & Sick Accruals
Most of our employees receive 11 paid holidays each year, plus one floating holiday.
New Year’s Day
Dr. Martin Luther King Jr. Day
Plus 1 Floating Holiday – (Must be on the payroll at the beginning of the Fiscal Year (12/01) and be used by the end of the Fiscal Year (11/30)
Employees also receive 12 sick days. Vacation starts at 15 days for most new employees and increases with years of service.
Skilled trades have different benefit time accruals; however, they are very competitive when compared with other employers.
Basic Term Life Insurance
Cook County insures the life of each employee for an amount equal to your annual salary. Plus, you have the option to elect for additional term insurance at affordable rates.
Learn more about Cook County’s Benefits and Insurance Programs from the Department of Risk Management at (312) 603-6422 or online at www.cookcountyrisk.com.
Family Leave for Special Needs
Cook County is committed to supporting employees and their families, particularly when workers require time off to handle the added responsibilities of new arrivals or a family illness. Employees can also take a family leave for a serious health condition or to care for a spouse, domestic partner, child or parent. Cook County will pay its share of health insurance premiums while you’re on leave.
Employees expecting a child have several leave options:
Paid leave using accrued sick, vacation, or compensatory time.
Unpaid parental leave.
Ordinary disability benefits for partially paid leave for eligible employees.
Unpaid leave under the Family and Medical Leave Act.
Employee Assistance Program
We all need a helping hand sometimes, whether that means advice about daycare or elder care or information about depression or substance abuse. All County employees and their family members have access to the Cook County’s Employee Assistance Program, which provides free, confidential, voluntary assistance for many types of personal problems. Call (312) 603-1290 for more information.
Benefits Package Specific to Nurses
Bachelor of Nursing Degree incentives (additional $40.00 per month flat rate). Must Complete a DBA Form, please see your Recruitment & Selection Analyst for more details.
Evenings, Nights and Weekend Shift Differentials.
100% Tuition Reimbursement for nursing-related programs during employment with CCH.
For more in-depth information or Frequently Asked Questions (FAQ) – please visit our website at http://cookcountyrisk.com.
Shakman Information & Employment Plan
On October 28, 1969, a lawsuit entitled Michael Shakman, et al., v. Democratic Organization of Cook County, et al., No. 69 C 2145 (N.D. Ill.) was filed seeking the court to prohibit Cook County and the Board of Commissioners of Cook County (“County Board”), among other defendants, from conditioning, basing or affecting any term or aspect of governmental employment upon or because of any political reason or factor.
On May 5, 1972 and January 7, 1994, the U.S. District Court for the Northern District of Illinois entered Consent Judgments with respect to, among others, the County and County Board, prohibiting the conditioning, basing or affecting any term or aspect of governmental employment upon or because of any political reason or factor. Those Judgments provided that the Court retained jurisdiction with respect to, among other matters, issues of political hiring and the designation of a number of positions which should be exempt from the prohibitions established under the Consent Judgments.
On November 29, 2006, the Board of Commissioners of Cook County agreed to the entry of a Supplemental Relief Order (SRO) by the District Court. On December 7, 2006, the court entered an order (Preliminary Approval Order) preliminarily approving the Supplemental Relief Order agreed to by the plaintiffs and Cook County. The District Court approved the SRO at the hearing held on February 2, 2007.
In order to advance the goal of bringing the County into substantial compliance, the County must, among other things, implement the Employment Plan. The Employment Plan was filed on October 23, 2014 bringing Cook County Health closer to achieving substantial compliance. The Plan sets forth the general principles that will govern Cook County Health’s hiring and employment policies under the jurisdiction of the CEO and it applies to current employees of Cook County Health as well as all applicants and candidates. The Plan calls for the implementation of pro-active and transparent policies, practices and procedures and includes elements that address the prohibition and influence of political reasons and factors in the employment process. In addition, the Plan addresses an employee’s duty to report unlawful political discrimination as well as the reporting of political contacts from politically-related persons or organizations to the Office of the Independent Inspector General (OIIG).
This Cook County Health Employment Plan (the “Employment Plan”) was prepared as required by the Supplemental Relief Order that was agreed to by the Board on November 29, 2006, and approved on February 2, 2007, in Shakman et al. v. County of Cook, et al. (the “SRO”). This Employment Plan sets forth the principles, procedures and policies governing hiring and employment by Cook County Health. This Employment Plan applies to all current Employees of the County who are assigned to Cook County Health (“Employees”), as well as to all Applicants and Candidates for Positions with Cook County Health. The Compliance Administrator (“CA”), while acting, has the right to monitor any and all aspects of this Employment Plan in order to assess CCH’s progress toward substantial compliance with the SRO. This will include, but not be limited to, the right to monitor any and all Employment Actions involving both union and non-union Employees. All undefined terms in this Section I will have the meanings given them in Section II below.
The mission of Cook County Health is to provide quality health care to the residents of Cook County with dignity and respect regardless of their ability to pay. No Employment Action covering any Position in CCH may be based on any Political Reasons or Factors.
The CEO may from time to time amend this Employment Plan following written notice of any proposed changes to this Employment Plan to the Employment Plan Officer (EPO) and Office of the Independent Inspector General (OIIG). The OIIG and the EPO will be given an opportunity to review and comment on the proposed amendment prior to implementation. If the EPO or the OIIG objects to the change, they must do so in writing within 10 business days and submit the same to the Chief of DHR. The CEO, the Chief of DHR, the EPO and the OIIG will then meet to discuss the matter. The decision of the CEO on any proposed change to this Employment Plan will be final.
Proposed changes to this Employment Plan will not be implemented until 10 business days after either the date the EPO and the OIIG were provided notice of the proposed changes or the date the CEO makes his or her decision resolving any objections to the proposed change, whichever is later.
Cook County Health is committed to continuing its practices of being an equal opportunity employer, hiring qualified candidates and the prohibition of Unlawful Political Discrimination with respect to all Employment Actions. This Employment Plan is intended to create transparent and workable new processes and procedures that meet the business needs of the Cook County Health and comply with legal requirements. It is not possible to anticipate and address every situation that may give rise to Unlawful Political Contacts or Unlawful Political Discrimination, and the Cook County Health is prepared to comply with the spirit of the law to meet those situations in the future.
Uniform Political Contact Log
In order to further the goal of eliminating unlawful political discrimination in government and to foster a transparent, honest and fair employment process, Cook County Health wishes to reaffirm its goal of eliminating unlawful political discrimination and to remind County employees and officials of their obligations to log certain political contacts and to use the Political Log when documenting certain political contacts.
The Cook County Health CEO is committed to upholding the prohibition against politically-related persons and organizations influencing or attempting to influence employment actions involving employees deemed “non-exempt” for purposes of this prohibition. See the link below to download a copy of the Political Contact Log.
Please send a copy of the Political Contact Log to one of the Office of the Independent Inspector General locations listed below:
69 W. Washington
Chicago, IL 60602
Phone: (312) 603-0350
Fax: (312) 603-9948
Cook County Health Satellite Office
1900 W. Polk St.
Chicago, IL 60612
NOTICE OF HEARING ON SUBSTANTIAL COMPLIANCE.
On August 31, 2018, Cook County and the Shakman Plaintiffs filed a joint motion in the U.S. District Court in the Northern District of Illinois seeking a hearing for substantial compliance and dismissal of the County of Cook in Shakman v. Democratic Organization of Cook County, No. 69 C 2145. On September 4, 2018, the U.S. District Court has ordered a hearing (the “Hearing”) to be held at 10:00 a.m. on October 31, 2018 for the purpose of determining whether the Court should enter an order (i) finding the County of Cook (“Cook”) to be in Substantial Compliance with the Supplemental Relief Order and the 1994 Consent Decree and (ii) dismissing the County from this case. The formal notice of the Hearing may be found on the attached link labeled “Notice of Substantial Compliance Hearing.pdf.” The accompanying documents associated with the joint motion may be accessed below through the attached link labeled “Joint Motion for Substantial Compliance Hearing.pdf.”
Click here for a full copy of Executive Order 2008-1
On October 31, 2018, Cook County (including Cook County Health) was found to be in compliance with the Shakman Consent Decree and was released from federal oversight. In the attached Court Order, the Cook County Health Employment Plan is Exhibit 3. Oversight of the Employment Plan and related policies is the responsibility of the Cook County Health HR team, EPO, and Office of the Independent Inspector General.
For More Information
Additional information may be found from the Shakman Compliance Administrator’s website at www.countyshakman.com.
You can also obtain copies from the Cook County State’s Attorney Office, or
Roger Fross, Counsel for the Plaintiff Classes
Lord, Bissell & Brook LLP
111 South Wacker Drive, Suite 4100
Chicago, Illinois 60606
Actively Recruited Positions
An actively recruited position is a high ranking or technical/professional position for which the applicant’s academic credentials, licensure, certification or experience are important determinants for differentiation among applicants. Actively recruited positions must meet specified minimum qualifications, including a bachelor’s degree or higher except in the case of certified/licensed health care professional positions and medical assistants. Actively recruited positions are not direct appointment positions. Actively recruited positions fall into one of four categories:
Positions for which a minimum qualification is a M.D., D.O., D.D.S., Ph.D., D.Sc., Dr. PH., J.D.or a doctorate or master’s degree
Positions that are certified/licensed health care professional positions working within Cook County Health
Medical assistants working within Cook County Health
Positions that are:
Not covered by any CBA
Exempt from career service as defined in the Cook County Health Personnel Rules and are at-will (unless the employee in the Position was hired into that Position prior to July 1, 2010)
Either (a) responsible for the day-to-day performance of a high-level technical or professional function, or (b) responsible for the day-to-day supervision of at least three employees
Actively Recruited Position List
The list of all Actively Recruited Positions kept and maintained by the Employment Plan Officer pursuant to Section IX.T. A copy of the current Actively Recruited Positions List, which may be amended from time to time, is attached as Exhibit 1.
Advanced Clinical Hiring Process Positions List
Certified/Licensed Health Care Professional Position List
A certified/licensed health care professional position is one that involved the day-to-day performance of a high level technical health care-related function and required post-high school education and a state-issued or other accredited organization’s license or certification in a health care-related field.
The list of all Certified/Licensed Healthcare Professional Positions, which may be amended from time to time, a current copy of which is attached as Exhibit 2.
Direct Appointment Positions
A direct appointment position is a high level, specialized professional position for which academic credentials and total accumulated experience (or specialized experience) are import determinants for differentiating among applicants, and:
Has minimum qualifications requiring a bachelor’s degree or higher and a minimum of three years of work experience related to the position
Is appointed by the CEO
Reports directly to the CEO or a Deputy CEO or reports to someone who is within two reporting levels of the CEO or a Deputy CEO as reflected on the Cook County Health organizational charts
Is not covered by any CBA
Is exempt from career service under the Cook County Health Personnel Rules and are at-will (unless the Employee in the Direct Appointment Position was hired prior to July 1, 2010 and was appointed to the Direct Appointment Position prior to March 12, 2013)
Is responsible for the day-to-day performance of a high-level and specialized professional function
Is not an actively recruited position
The list of all Direct Appointment Positions, which may be amended from time to time pursuant to Section VIII.J., a current copy of which is attached as Exhibit 5.
In accordance with the provisions of Section XI of the Cook County Health Employment Plan, the following Supplemental Polices are included herein. The Supplemental Policies are listed below:
As required under the Employment Plan, the Cook County Health CEO hired an Employment Plan Officer to be in charge of compliance and perform all tasks and responsibilities as described in this Employment Plan.
By definition, the Employment Plan Officer is in charge of compliance and will perform all tasks and responsibilities as described in this Employment Plan. The Employment Plan Officer’s primary responsibilities include the following:
Overseeing compliance with the Employment Plan
Maintaining and reviewing the exempt list
Accepting, investigating, and report on complaints related to employment actions and the Employment Plan
Taking steps to evaluate, eliminate, remedy and reporting instances of political contacts and unlawful political discrimination
Training on Employment Plan
Reviewing policies and procedures
If you have a question or concern alleging non-compliance with the Employment Plan, a complaint form is available below or you can contact the Employment Plan Officer directly.
Corporate Compliance may also be contacted by:
Cathy Bodnar, Chief Compliance & Privacy Officer
1900 W. Polk St., Suite 227A
Chicago, IL 60612
Corporate Compliance Hotline: (866) 489-4949
In order to ensure Cook County’s commitment to transparency, reports on employment actions and monitoring activities are available as follows:
These reports are issued every March 15th and September 15th.
Request for Documents Form
After an allegation of non-compliance with the Employment Plan is investigated, the Employment Plan Officer issues an incident report which sets forth the nature of the complaint, and the findings of the investigation that may include non-compliance with the Employment Plan, or recommendations of specific corrective action. The report is sent to the Office of the Independent Inspector General and a redacted copy of the incident report to the Chief of Department of Human Resources and the CEO.
Department of Human Resources Report
The Department of Human Resources (DHR) Report is issued after the CEO’s Office and the Chief of DHR review the incident report that contains a finding of violation of or non-compliance with the Employment Plan or includes a recommendation of corrective action with the department head of the department involved in the complaint. The DHR report either confirms implementation of the Employment Plan Officer’s recommended action or explains why the recommended action was not implemented and describes the alternative action the CEO has elected to take and the specific reasons for such alternative action.
After the Employment Plan Officer and DHR refer instances of political contact or unlawful political discrimination to the Office of the Independent Inspector General, the OIIG will issue a summary report. The CEO and the Chief of DHR shall review the OIIG summary report with the department head of the department involved in the complaint. If the OIIG summary report contains a finding that an unlawful political contact or unlawful political discrimination has occurred or includes a recommendation of corrective action, within 30 days of receipt of the OIIG summary report, the CEO or his or her designee shall prepare a CEO’s report, which shall include the following:
A description of the complaint and any other information received pertinent to the investigation;
A description of the findings discovered in the course of the investigation;
Recommendations of OIIG for correction of the unlawful political contact or unlawful political discrimination, if applicable;
Such other information as the CEO may deem relevant to the investigation or resulting recommendations; and
A statement (i) confirming implementation of the OIIG’s recommended action or (ii) an explanation of why the recommended action was not implemented and a description of any alternative action the CEO has elected to take and the specific reasons for such alternative action.