Under the direction of the General Counsel to the Public Defender, administers the Public Defender’s Records Management Program. Serves as the overall manager of closed files at the various department locations and warehouse. Responsible for the archiving, storage, maintenance, movement and appropriate destruction of closed files and records. Coordinates the production and return of requested records and files with other managers

throughout the office. Works closely with the FOIA/Subpoena Response Officer to produce requested files and records. Oversees the development and implementation of records digitization. Supervises the Lead Records Assistants and Records Clerks. Performs other duties as assigned.

This position is Actively Recruited and At Will.

Knowledge of tools for sharing and managing document and record keeping. Knowledge of electronic filing systems. Knowledge of business practices relative to office records keeping, correspondence and duplication. Knowledge of records management software, internet sites and technology tools used in modern records management, along with the ability to troubleshoot problems. Skill and accuracy in the control, organization and maintenance of manual or electronic filing systems and records according to various methods. Strong verbal and written communication skills. Ability to gather information from others and make inquiries. Ability to oversee and supervise entire record keeping process. Ability to work independently but also lead clerks and assistants with appropriate direction and follow ups. Ability to lift boxes weighing at least twenty-five (25) pounds. Able to be detail oriented and audit record keeping errors and quality when needed. Ability to communicate both in verbal and written formats to departmental staff/management.
Ability to follow up in a timely manner with thorough action plans as needed.

Physical Requirements
Medium Work
Medium Work involves exerting 20 to 50 pounds of force occasionally or 10 to 25 pounds of force frequently or
an amount greater than negligible and up to 10 pounds constantly to lift, carry, push, pull, or otherwise move
objects.

The duties listed are not set forth for purposes of limiting the assignment of work. They are not to be construed as a complete list of the many duties normally to be performed under a job title or those to be performed temporarily outside an employee's normal line of work.

• This position requires successful completion of post-offer tests, which may include a background check, drug screen and medical examination.

Falsification of any information in the application process will result in disqualification, dismissal after hire, and/or placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. For current County employees, such falsification may result in discipline, up to and including termination, and placement on the County’s Ineligible for Rehire List for a period of two (2) or five (5) years. See Cook County Code of Ordinances, Article II, Sections 44-54 Unlawful Practices Relating to Employees and Employment - Penalty, 44-56 Political Discrimination; Cook County Employment Plan, Section V.N. Pre-Interview License and Certification Verification; Supplemental Policy No. 2014-2.13 Ineligible for Rehire List; and Cook County Personnel Rules 3.3(b) (7) (d)

EEO Statement

Cook County Government is an Equal Employment Opportunity (“EEO”) employer. Cook County prohibits illegal discrimination and harassment and affords equal employment opportunities to employees and applicants without regard to race, color, sex, age, religion, disability, national origin, ancestry, sexual orientation, marital status, parental status, source of income, housing status, military service or discharge status, gender identity, genetic information, or any other protected category established by law, statute or ordinance as further defined in Chapter 44. Human Resources, Article II. Personnel Polices, Section 44-53 of the Cook County Code of Ordinances and Chapter 42. Human Relations, Article II. Human Rights, Section 42-35 of the Cook County Code of Ordinances.

NOTE: As an internal candidate, should you be offered the position, salary allocations shall abide by the Cook County Personnel Rules.

• Must be legally authorized to work in the United States without sponsorship.

Social Media Disclaimer

The County’s hiring process is governed by the Cook County Employment Plan which prohibits employment actions from being influenced by any Political Reasons or Factors for Non-Exempt Positions. The advertisement of this position by any individual does not constitute an offer or promise of employment, promotion, or any other employment action and shall not influence the County’s hiring decision. Cook County officials and employees who become aware of or receive a complaint that involves an allegation of Political Reasons or Factors being considered in the hiring process of Non-Exempt positions are obligated to refer the complaint to the Cook County - Office of the Inspector General. If the Cook County Inspector General sustains allegations of Political Reasons or Factors being considered, Cook County will disqualify the Applicant or Candidate from consideration for employment and disciplinary action will be imposed on any involved Cook County employees, if applicable.