URGENT NEED FOR CHICAGO NETWORK POSITION DOWNTOWN - CCNA OR CCNP
PLEASE CONTACT JACOB PARKS VIA EMAIL AT [email protected] IF YOU ARE INTERESTED IN HEARING MORE ABOUT THIS POSITION.
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
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.
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
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?