Open Until Filled.
To apply for this position, complete the application: here
Performance Analysts (PAs) are the backbone of the Public Safety section’s Evaluations Unit, which conduct in-depth evaluations and reviews of the policies, practices, and programs of the Chicago Police Department and Chicago’s policy accountability agencies (including COPA and the Police Board). Recent topics of these reviews have included the City’s response to the protests and unrest following the murder of George Floyd, CPD’s search warrant processes and practices, and the hiring process for Chicago Police officers. Those reviews result in reports, which detail the Public Safety section’s findings about the policy, practice, or program at issue and make recommendations to address deficiencies and make improvements. PAs are deeply involved in every step of the process from project development through final report drafting. This often includes intensive fieldwork, which may see PAs gathering and analyzing large amounts of quantitative criminal justice data, collecting and reviewing documents from CPD or the police accountability agencies, observing trainings or other agency operations, and/or interviewing CPD, COPA, or Police Board officials.
- Under the guidance of a Chief Performance Analyst, develop, conduct and lead evaluations and reviews of selected police and police accountability operations, policies, programs and practices
- Collect, analyze, and interpret data to identify areas of concern and where improvements are needed
- Develop recommendations for police and police accountability reforms based on best practices and other research
- Compose clear, concise, and objective reports containing analysis of qualitative and quantitative data
- Conduct site visits to observe operations
- Lead interviews with police, other City personnel, and community stakeholders
- Perform related duties as required
MINIMUM QUALIFICATIONS: Graduation from an accredited college or university with a Bachelor’s degree plus one year of work experience in program auditing or operations analysis, or an equivalent combination of education, training and experience, provided that the minimum degree requirement is met.
- Advanced degree in a social science, public policy, or related field, and a background in conducting policy reviews or performance audits/evaluations for a government or non-profit organization
- Knowledge of, and demonstrated interest in, law enforcement, criminal justice, and/or civil rights issues
- Excellent judgment and confidence to discuss police and police accountability policies and procedures with internal and external stakeholders
- Familiarity with Chicago government, the Chicago Police Department, and Chicago’s police accountability system
- Experience developing data collection instruments such as surveys, direct and participatory observation, interviews, focus groups, and literature searches
- Experience analyzing qualitative and quantitative data
Range: $67,536 – $91,200 (annual increases)
(Starting $67,536–non-negotiable); Post successful six-month review $70,836
TRAVEL AND SCHEDULE:
Travel outside Chicago is not required.
OWING OF CITY DEBT: Municipal Code of Chicago 2-152-150 prohibits the hiring of anyone who owes any debt to the City of Chicago
RESIDENCY REQUIREMENT: Employees must be a resident of the City of Chicago and proof of residency is required at the commencement of employment.
KNOWLEDGE SKILL AND ESSAY REQUIREMENT:
A passing score on a knowledge skill test(s) and/or essay may be required.
INSTRUCTIONS: To apply for this job title do NOT use the City of Chicago online application.
Complete, the “Inspector General Employment Application,” by clicking here;
WE VALUE DIVERSITY
The Office of the Inspector General (OIG) is an equal opportunity employer.
OIG is an inclusive organization that hires and develops all its staff of all levels regardless of race, religion, color, ethnicity, national origin, ancestry, marital or parental status, sex, gender expression or identity, sexual orientation, physical or mental ability, age, veteran status, and all other characteristics protected by law.
OIG strives to create the kind of workplace where a socially diverse mix of people can thrive professionally. We pride ourselves in meeting our legal charge to promote economy, effectiveness, efficiency, and integrity in government. Through the hard work of our passionate and innovative team, OIG aims to serve every community with equity, respect, and dignity.
If you would like to request a reasonable accommodation due to disability or pregnancy to participate in the application process, please contact the OIG’s Supervisor of Personnel Administration Keyla Vazquez at email@example.com. Please be prepared to provide information in support of your reasonable accommodation request.
NOTE: APPLICATIONS MUST BE SUBMITTED BY THE INDIVIDUAL APPLYING. NO SECOND PARTY APPLICATIONS WILL BE ACCEPTED. THE INSPECTOR GENERAL’S OFFICE REQUIRES THAT ITS EMPLOYEES BE NONPARTISAN AND FREE FROM CONFLICTS OF INTEREST.
THE CITY OF CHICAGO IS AN EQUAL OPPORTUNITY AND MILITARY FRIENDLY EMPLOYER
In compliance with federal law, all persons hired will be required to verify identity and eligibility to work in the United States and to complete the required employment eligibility verification document form upon hire. The City of Chicago does not participate in E-Verify (Employment Eligibility Verification System). In addition, employment at the Office of Inspector General is contingent upon a satisfactory criminal background check.