Title Senior WAN Administrator (Professional IV)

Location Office of Information Technology Services

125 South Clark Street

Chicago, Illinois 60603

Position Number Available

Position Value 1.0

Position Grade Salary Band 6

Budget Classification 12510-115-52100-254901-000000

Position Period 12 Months

Salary Minimum: $63,800, Midpoint: $76,500 Maximum: $89,300

Position Summary The Chicago Public Schools Wide Area Network consists of several hundred pointto-

point T1 and leased fiber circuits. The Network Services group provides support

for over 600 remote sites connecting over 100,000 network devices throughout the

metropolitan Chicago area. The supported network environment includes primarily

Cisco routers, firewalls and access points. This computer networking position is

primarily responsible for providing level two technical phone support. The

administrator will handle all ticket escalations from the ITS Service Desk for network

related issues and either correct the issue or transfer the ticket to the appropriate

queue. The administrator will also handle coordinate the dispatches for the WAN

field engineers.

Principal Accountabilities

1. Provide level two WAN support services.

2. Escalate issues to the appropriate internal resources or vendors as


3. Assist the WAN field engineers with troubleshooting and implementing LAN

and WLAN systems at schools and other remote sites.

4. Implement network configuration changes remotely.

5. Assist in the continued development and modifications to policies,

procedures, and service levels as needed. Create and distribute reports as


6. Support the Information & Technology Services in implementing and

achieving the departments’ goals and objectives.

7. Provide project coordination support for small to medium network projects.

8. Other duties as assigned.

Qualifications Type of Education Required

Minimum of Bachelor’s Degree or equivalent experience required

Type of Experience

Education within a computer related field and/or a computer networking

related environment that includes installation, management and

troubleshooting of both routed and switched networks.


The ideal candidate will have the following certifications: Cisco Certified

Entry Networking Technician (CCENT) or Cisco Certified Network Associate

(CCNA). Other certifications are a plus.

h Excellent communication skills: oral and written.

h Proficiency in PC skills: Word, Visio, Excel, PowerPoint and Access

h Basic understanding of troubleshooting network switches, access points, routers,

load balancers and firewalls.

h Project coordination or management experience is a plus.


Residency Policy

On August 25, 2004, the Board of Education of the City of Chicago rescinded Residency Policy 01-0822-P02

and adopted a new Residency Policy (04-0825-P02) for all full-time employees of the Board of Education.

Below are frequently asked questions regarding the Residency Policy of the Board of Education. We hope

that the answers to these questions will inform you on your compliance status with this policy. If you have

additional questions, please contact Teacher Recruitment and Workforce Planning at 553-1045.

Why does the Board have a residency policy?

The Board believes that a policy requiring employees to reside within the city limits of Chicago best

serves the educational and governmental purposes of the Board. Factors involved in the decision

for adopting a residency policy include:


• Enhanced quality of performance of duties by employees who, as residents of the city,

have an increased personal stake in the progress of the Chicago Public Schools and more

awareness of conditions existing in the system.

• Employees residing in the city are more likely to have contact with community leaders and

citizens through public school and community activities.

• Absenteeism and tardiness among employees will decrease.

• A residency policy benefits Chicago and the CPS economically through the payment of

local sales tax and real estate taxes by CPS employees and educationally through the

vested interest in the system by its employees.

Whom does the Board’s Residency Policy cover?

All Board employee are covered by the Residency Policy, except for:

1) day-to-day substitute teachers

2) part-time employees

3) full-time provisional substitute teachers

4) individuals working in the Troops-to -Teachers program

5) interns working for the Board on a part-time or temporary basis

6) individuals participating in professional training programs designed to prepare

participants for full-time employment as CPS educators or in Alternative

Certification Programs

Must all employees hired on or after November 20, 1996, reside within the city limits of


Yes. All employees hired on or after November 20, 1996, are required to be actual residents of the

City of Chicago within six months of beginning employment with the Board.

Must employees hired before November 20, 1996 resides in Chicago?

No. All employees hired prior to November 20, 1996, who have remained continuously employed

by the Board shall not be required to live within the city limits of Chicago regardless of whether

such employees have moved into the city since November 20, 1996.

How does the Board define “continuously employed”?

The Board defines “continuously employed,” as employment not interrupted by a break in service.

A break in service refers to a loss of employment as a result of discharge, separation, and/or

resignation not followed by rehire within one year. However, in accordance with the Reassigned

Teachers policy, teachers whose positions were closed who secured full-time positions within two

years following honorable termination from the system shall not be considered to have had a break

in service for purposes of this policy.

What happens to an employee hired prior to November 20, 1996, who experiences a break in

service after November 20, 1996?

An employee hired prior to November 20, 1996, who has had a break in service after November

20, 1996, will be required to reside in Chicago within six months after returning to full-time

employment with the Board if not rehired within a year of experiencing the break in service.

What is meant by “residency”?

“Residency” refers to an employee’s domicile, the one actual place where an employee lives and

has his or her true, permanent home to which, whenever he or she is absent, he or she has an

intention of returning.

Are employees obligated to inform the Board of a new residence?


Employees must provide the Board with a Change of Address form within 60 days after changing

residency. Notification to the Board of a change of residency shall be made using the procedures,

forms, and documentation established and provided by the Department of Human Capital.

Where can employees obtain Change of Address forms and where should the forms be


Change of Address forms can be obtained at the local schools, downloaded from the Human

Resources website (www.cps-humanresources.org/), or picked up at the Staffing Unit of the

Department of Human Capital. Employees are asked to complete all relevant sections, sign, date,

and submit the original completed forms to the:

Department of Human Capital

Staffing Unit (GSR #125)

What happens to employees in violation of the Board’s Residency Policy?

The Board adopts a Warning Resolution against any principal or tenured teacher found to be in

violation of the residency policy. Such individuals will be notified that they are subject to discharge

if they fail to reside in Chicago within six months of receiving notification of the Warning

Resolution. Those failing and/or refusing to comply with the Warning Resolution will be subject to


Similarly, all Board employees, other than tenured teachers and principals, subject to the Board’s

residency requirements who violate the residency policy, shall receive a written warning signed by

the Chief Executive Officer indicating that the employees may be discharged if they fail to establish

residence in Chicago within six months after receipt of the warnings. Again, failure or refusal to

comply with the written warnings will subject employees to discharge.

NOTE: Any Board employee who intentionally provides (or provided) falsified documents

and/or residential address to avoid the requirements of this policy shall be subject to

immediate discharge without the need for a written warning.

Are employees in special needs positions automatically exempt?

No. Employees hired on or after November 20, 1996, working in positions in assessed special

needs areas must continue to work in those positions to be exempt from the policy. In the event,

such an employee no longer works in such a position or the area is no longer assessed as a

special needs area, the employee must establish residency in Chicago within six months of the

start of the school year immediately following the change in position or re-assessment of area.

Can hardship exemptions to live outside the City of Chicago be obtained?


Can employees apply for and receive extensions to the six-month grace period for establishing

residency within Chicago?



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